PROCEDURE FOR TESTING. A. Notification Form - Before requesting an employee to undergo drug or alcohol testing, the Employer shall provide the individual with a form on which to (1) acknowledge that the individual has seen a copy of the Employer's Drug and Alcohol Testing LOA, and (2) indicate consent to undergo the drug and alcohol testing.
PROCEDURE FOR TESTING. A. Drug testing responsibility
(1) The JSO Human Resources Division shall be responsible for drug testing of employees undergoing basic recruit training, probationary corrections officers, and employees selected through the random drug testing program.
(2) The Internal Affairs Unit shall be responsible for drug testing of any employee whom it reasonably suspects has used or is found to be in possession of a drug or other controlled substance in violation of the law, Sheriff's Office testing orders, and rules and regulations. The Internal Affairs Unit shall also conduct drug testing of employees as the result of prior disciplinary proceedings related to the use of drugs.
PROCEDURE FOR TESTING. A. Notification Form: At the time the Employer requests an Employee to undergo drug or alcohol testing, the Employer shall provide the individual with a form on which to:
1. Acknowledge the individual has seen a copy of the Employer's drug and alcohol testing article; and,
2. Indicate consent to undergo the drug and alcohol testing.
PROCEDURE FOR TESTING. The Commanding Officer/Superior Officer making the initial determination of reasonable suspicion shall document, in writing, all circumstances, information and facts leading to and supporting the existence of reasonable suspicion. The report will include pertinent dates and times of suspect behavior, reliable/credible sources of information, rationale leading to referral for testing and action(s) taken. The information will be forwarded to the Commanding Officer’s/Superior Officer’s Commanding Officer for review and determination. The determination of reasonable suspicion shall only be made by those employees holding the rank of Lieutenant or above.
1. Those holding the rank of Sergeant or Master Sergeant shall not be required to make any determination of reasonable suspicion but shall be required to provide information and/or testimony where applicable.
2. The Union shall be promptly notified when a determination of reasonable suspicion has been made. Documentation regarding that determination will be made available to the Union, upon request, if approved by the subject employee.
3. An employee’s refusal to submit to testing when directed to do so by a Commanding Officer/Superior Officer will constitute insubordination and the employee will be subject to discipline. In addition, an employee will be required to read and sign a consent and release form authorizing the collection and analysis of a specimen and the release of the test results to the Department. Refusal to sign this form will constitute insubordination and the employee will be subject to discipline.
4. Once an employee has been referred for testing based on reasonable suspicion, it will be the responsibility of the Commanding Officer or Superior Officer to advise the employee of such decision and to escort the employee to the collection facility. The Commanding Officer or Superior Officer shall remain with the employee at the collection site until testing is concluded. If the employee so desires, a Union representative may accompany the employee to the collection facility to act as an observer. The Union representative shall not unreasonably delay nor interfere in any way with the procedures. Once the collection procedures are over the Commanding Officer or Superior Officer shall transport the employee to his/her normal job site and arrange for transportation for the employee to be taken home. The Commanding Officer or Superior Officer shall also notify the employee that the employee is not to...
PROCEDURE FOR TESTING. Administrative Leave and Discipline
PROCEDURE FOR TESTING a. The Employer will not discharge, discipline, discriminate against, or request or require rehabilitation of an employee solely on the basis of a positive test result from the initial screening test that has not been verified by a confirmatory test.
b. The Employer shall observe Employee rights under applicable sections of this Agreement.
c. Nothing in this article limits the right of the Employer to discipline or discharge an Employee on grounds other than set forth herein.
PROCEDURE FOR TESTING. A. Drug testing responsibility
(1) The University Police Department shall be responsible for drug testing of employees under-going basic recruit training, probationary police officers, and employees selected through the random drug testing program.
(2) The Director’s designee shall be responsible for drug testing of any employee who he/she reasonably suspects has used or is found to be in possession of a drug, or other controlled substance in violation of the law, University orders, and rules and regulations. The Director’s designee shall also conduct drug testing of employees as the result of prior disciplinary proceedings related to the use of drugs.
PROCEDURE FOR TESTING. The procedure for requiring an employee to submit to a drug and/or alcohol test shall be as follows:
1. Testing shall be performed for Reasonable Suspicion only.
2. The Employer shall designate one or more Drug/Alcohol Testing Coordinator(s) who shall, in addition to their normal training/education, be trained in what constitutes reasonable suspicion to test an employee suspected of violating this Article.
3. Any supervisor who suspects an employee is in violation of this Article shall document his or her observations using the Supervisor’s Report of Reasonable Suspicion. Whenever possible the supervisor shall obtain corroboration from a second observer. The supervisor then removes the employee from the performance of his/her duties using caution to avoid undue embarrassment to the employee.
4. The supervisor contacts the DATC designated by the Employer and relays his/her observations and, when available, the observations of the second observer. Only after the DATC gives approval for testing will the employee be required to submit to a drug and/or alcohol test.
5. If the preceding conditions are met, the Employer shall give the employee the opportunity to explain the circumstances that comprise the Employer’s reasonable suspicion. The employee shall have the right of Union representation upon request. If the Employer is not satisfied with the explanation offered that the employee is not in violation of this Article, the Employer shall have the right to require the employee to consent to submit to appropriate testing, and to be tested upon such consent.
6. The supervisor will make arrangements to have the employee transported to the test site. Upon completion of the test, the employee will be returned to work in the event of a negative alcohol test, taken home, or taken to a place of the employee’s choosing (if reasonable). If the test was a breath test for the presence of alcohol and the test result is positive, the employee shall be offered the opportunity to consent to an immediate confirmatory blood test. If not returned to work, the employee will be considered to be in an off-duty status upon completion of the testing.
7. Failure to consent to testing or confirmatory testing shall be treated as a positive test result, and the employee shall be so advised in the event of a refusal of consent.
8. If an employee is required to be tested and if the employee does not believe the Employer has a reasonable basis to require such testing, the employee may griev...
PROCEDURE FOR TESTING. Administrative Leave and Discipline
(a) drugs, if the initial test of the split sample is positive; or (b) alcohol, with a BAC equivalent to the statutory level for impairment, except as exempted in Section 21.03 (B). A faculty member who tests positive will be immediately placed on administrative leave with pay and removed from his or her duties until further notice. The College will contact EAP (Employee Assistance Program). In addition or in the alternative, the faculty member may opt to see his/her family physician, or a substance abuse professional approved by the College. The faculty member must provide documentation of the assessment results and the recommended treatment regimen to the College that he/she is in a qualified treatment program. On the first occasion in which a faculty member is determined to be under the influence of or using alcohol or drugs while on duty and confirmed by testing pursuant to this Article, s/he will be given the opportunity to participate in an assessment conducted by a qualified professional and follow the treatment recommendations made by said professional, by the Employee Assistance Program, or the faculty member’s attending physician. The College shall take no adverse employment action against any faculty member who voluntarily seeks treatment, counseling, or other support for alcohol or drug related problems. However, the disclosure of the desire or intent to seek such treatment after an incident that could reasonably lead to testing, discipline and/or discharge will not be considered voluntary. Further, the College may require random drug testing for faculty who have previously tested positive and may reassign the faculty member with pay if he or she is unfit for duty.
PROCEDURE FOR TESTING. Any learner suspected of or identified as a possible drug user or alcohol consumer must be referred to the Principal, Deputy or Head of Department, who in turn will contact the parent/guardian.
