Preconditions to Drug Testing. Before any employee may be tested for drugs or substances, the County’s decision to do so must be based on the following: (1) Reasonable suspicion based upon objective facts and inferences drawn therefrom that an employee is engaging in the use of prohibited drugs or substances or abuse of alcohol; or (2) the Agreement of the County, the Union and the employee to test that employee at unspecified intervals to ensure a previous problem of substance abuse has been arrested.
Preconditions to Drug Testing. Before any entry-level probationary employee may be tested for drugs, the Port must meet the following prerequisites:
1. Entry-level probationary employees in the bargaining unit must be clearly informed of what drugs or substances are prohibited by the Port.
2. The Port must provide in-service training containing an educational program aimed at heightening the awareness of drug and alcohol related problems.
3. The Port and the Union shall jointly select the laboratory or laboratories which will perform the testing.
Preconditions to Drug Testing. Before any employee may be tested for drugs or substances, the County's decision to do so must be based on the following:
a. Reasonable suspicion based upon objective facts and inferences drawn therefrom that an employee is currently or has recently been engaging in the use of illegal drugs, in the abuse or illicit use of legal drugs, or has consumed alcohol during work or prior to work such that the consumption has an adverse effect on the employee’s ability to perform his/her job; or
b. The Agreement of the County, the Guild and the employee to test that employee at unspecified intervals to ensure a previous problem of substance abuse has been arrested.
Preconditions to Drug Testing. Before an employee may be tested for drugs or alcohol based upon reasonable suspicion, the Port must meet the following prerequisites:
1. The Port shall inform employees in the bargaining unit what drugs or substances are prohibited.
2. The Port shall provide in-service training containing an educational program aimed at heightening the awareness of drug and alcohol related problems.
3. The Port and the Union shall jointly select the laboratory or laboratories which will perform the testing.
4. Lieutenants or higher ranked officers or managers shall be the department representative to authorize or approve a drug/alcohol test.
5. The Lieutenant or higher ranked officer or manager authorizing or approving a drug or alcohol test under this Appendix B shall provide a written report to the Chief of Police, if the employee is not part of the Police Department, and to the employee. If requested, that documents the basis for ordering the test under the reasonable suspicion standard. The report shall be completed no later than the end of the shift on which the test was ordered.
6. The Port shall not use the drug testing program to harass any employee.
Preconditions to Drug Testing. Before an employee may be tested for drugs or alcohol based on a reasonable suspicion, the Port shall meet the following prerequisites.
1. The Port shall inform employees in the bargaining unit of what drugs or substances are prohibited.
2. The Port must provide in-service training containing an educational program aimed at heightening the awareness of drug and alcohol related problems.
3. The Port and the Union shall jointly select the laboratory or laboratories which will perform the testing.
4. The Chief or Deputy Chief shall be the Police Department representative to authorize or to approve a drug/alcohol test.
5. The officer authorizing or approving a drug or alcohol test under this Appendix C shall provide a written report to the Chief, and to the employee, if requested, that documents the basis for ordering the test under the reasonable suspicion standard. The report shall be completed no later than the end of the shift on which the test was ordered.
6. The Port shall not use the drug-testing program to harass any Sergeant.
Preconditions to Drug Testing. Before any employee may be tested for drugs, the employer must meet the following prerequisites.
A. All employees in the Association’s bargaining unit must be clearly informed of what drugs or substances are prohibited by the employer.
B. Any drug testing policy which is applied to the members of the Association’s bargaining unit must be applied to all sworn personnel.
C. The employer and the Association shall jointly select the laboratory or laboratories which will perform the testing.
Preconditions to Drug Testing. Before any employee may be tested for controlled substances, the City shall select a NIDA certified laboratory or laboratories that is licsensed under the provisions of ORS 438.010 to 438.510 and can demonstrate experience and capability of quality control, documentation, chain of custody, technical expertise, and demonstrated proficiency in urine and blood analysis.
Preconditions to Drug Testing. Before any employee may be tested for controlled substances, the County shall select a laboratory that is licensed under the provisions of ORS 438.010 to 438.510 and that can demonstrate experience and capability of quality control, documentation, chain of custody, technical expertise, and demonstrated proficiency in urine and blood analysis.
Preconditions to Drug Testing. Before any employee may be tested for drugs or substances, the Employer's decision to do so must be based on the following:
Preconditions to Drug Testing. All sworn personnel in the bargaining unit must be provided information on what 20 drugs or substances are prohibited, prior to the implementation of this policy.
