Procedures for Drug and Alcohol Testing. 30 If a bargaining unit employee is suspected of using, possessing, distributing, or selling 31 illegal drugs, or if an employee is suspected of misusing prescription drugs or alcohol, the 32 supervisor will gather all information, facts, and circumstances leading to and supporting 33 the suspicion. The supervisor will promptly prepare a written report detailing the 34 circumstances which formed the basis to warrant the testing. The supervisor shall provide 35 the bargaining unit employee a Right to Representation Form. The report should include 36 the appropriate dates and times of reported drug/alcohol related incidents, 37 reliable/credible sources of information, rationale leading to the test, and the action taken. 38 Refusal by an employee to take the required test(s) or a positive test result shall be 39 grounds for the full range of disciplinary actions, including termination. 40 41 H. Conviction Notification Requirement 43 Any bargaining unit employee who is convicted of a drug- or alcohol-related violation while 44 on duty, on school property, at a school sponsored function, including any vehicle owned by 45 the school or being used to transport employees to or from a school sponsored event, shall, 1 within six (6) working days of the date of such conviction, notify his/her immediate 2 supervisor in writing of such conviction. The supervisor, upon receiving such written 3 notification, shall provide the bargaining unit employee a Right to Representation Form and 4 take one (1) of the following actions within thirty (30) calendar days:
Procedures for Drug and Alcohol Testing. 1. All drug and alcohol testing performed on individuals will be in compliance with established procedures and handled by an outside independent vendor.
Procedures for Drug and Alcohol Testing. 19 If a bargaining unit employee is suspected of using, possessing, distributing, or selling 20 illegal drugs, or if an employee is suspected of misusing prescription drugs or alcohol, the 21 supervisor will gather all information, facts, and circumstances leading to and supporting 22 the suspicion. The supervisor will promptly prepare a written report detailing the 23 circumstances which formed the basis to warrant the testing. The supervisor shall provide 24 the bargaining unit employee a Right to Representation Form. The report should include 25 the appropriate dates and times of reported drug/alcohol related incidents, 26 reliable/credible sources of information, rationale leading to the test, and the action taken. 27 Refusal by an employee to take the required test(s) or a positive test result shall be 28 grounds for the full range of disciplinary actions, including termination.
Procedures for Drug and Alcohol Testing
