RANDOM DRUG/ALCOHOL TESTING Sample Clauses

RANDOM DRUG/ALCOHOL TESTING. In addition to the City’s right to conduct Reasonable Suspicion Drug and Alcohol Testing, employees may be drug and alcohol tested randomly. Such random testing protocol shall begin 1/1/2016. Employees will be randomly selected for unannounced drug and/or alcohol testing on an indiscriminate basis that assures that all employees shall have an equal chance of being selected; as a result, some employees may be tested more than once per year while other employees may not be tested at all. Testing may be administered up to 4 times each calendar year at the discretion of the City and 10% of the total pool shall be selected for each test date. When an employee is selected for a random drug and/or alcohol test, the employee shall promptly submit to such test(s). Sergeants and Lieutenants will be placed in the same pool as other Kettering Police Department employees that are subject to random testing. Except as provided herein, all random drug and/or alcohol tests will be provided at the cost of the City. All employees sworn and non-sworn subject to random drug and/or alcohol testing shall be placed in a single pool of Police Department employees. The selected employees will be tested in the least disruptive manner and testing of selected employees shall occur during their assigned shifts on the date of the test(s). The random drug and/or alcohol testing shall be conducted by a certified vendor of the City’s choice. At a minimum, such vendor will be certified by the Department of Health and Human Services (DHHS), or certified by a DHHS recognized certification program, or Substance Abuse and Mental Health Services (SAMHSA), or certified by a SAMHSA-recognized certified program or any other future named agency that has jurisdiction over such standards. The screening panel and acceptable limits for random drug testing shall be consistent with the City’s pre-employment screening panel and acceptable limits in place for Police Department personnel at the time the random drug/alcohol test is conducted. No drug test shall be considered positive until it has been confirmed by a gas chromatography/mass spectrometry full scan test or its equivalent. If the initial drug test is positive for any controlled substance, a confirmation test shall be run on the same sample using the most accurate testing method reasonably available. An employee who tests positive may, at his or her own expense, have another test run on the same sample. If the analysis of the “primary” specimen co...
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RANDOM DRUG/ALCOHOL TESTING. Employees are subject to “random” drug and alcohol testing at the following percentage: Employees will be subject to a random test at a rate of ten percent (10%) per annum out of the pool of all bargaining unit Employees. The County will contract with an independent third party to provide random selection services through the use of a computerized random number generation program at the percentage discussed above. As the purpose of “random” testing is to proactively keep Employees and citizens safe from the effects of drugs and alcohol in the workplace, all “random” testing of Employees will be for illegal drugs, alcohol, and/or chemical or harmful intoxicants. In an effort to ensure the accuracy, confidentiality and trustworthiness of the process, the following methodologies will be required for “random” drug and alcohol testing:
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RANDOM DRUG/ALCOHOL TESTING. The City shall be authorized to conduct random drug/alcohol test sampling at its discretion. Such testing shall be conducted under the conditions that are established by the D.O.T. and further, such testing will be limited to no more than 25% of covered employees per calendar quarter. Testing will consist of a standard “5 panel” test and the City will assure that contracted personnel performing the testing, do such testing in a manner that follows standard protocol confidentiality and chain of custody rules/regulations Covered employees who are selected for testing shall report to the testing center upon request. When tests are conducted during the employees’ regular hours, time spent in testing shall be treated as normal work time and duly compensated. In the event that a test is requested of an officer who would otherwise be “off duty”, such time spent in testing will be considered overtime and compensated as such, to a maximum of two (2) hours pay. In the event that an employee’s name is randomly selected and that employee is on vacation, sick time, or not otherwise scheduled, that employee’s name shall be re-entered into the random pool for subsequent re-drawing at a time that the employee is regularly scheduled to work.
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RANDOM DRUG/ALCOHOL TESTING. 27.1 “Effective July 1,2022, all bargaining unit members shall be subject to the terms and conditions of the Town’s drug & alcohol policy and shall be subject to random drug and alcohol testing and possible discipline. Members shall not be disciplined for testing positive for marijuana. Once a bargaining unit member has been tested in a testing year, that individual shall not be tested in the same testing year again. Members should not be tested during non-working days.”
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RANDOM DRUG/ALCOHOL TESTING. A random drug and alcohol testing policy for all members of Local 321 is in effect. The number of members tested each quarter will be determined by the Chief. A minimum of 5% and a maximum of 20% of the members shall be tested on a quarterly basis. The random selection shall be determined by the facility contracted to provide drug and alcohol testing for the Racine Fire Department. The Fire Chief shall receive the results of the selection process and match identification numbers up with department members selected for testing. The Battalion Chiefs shall verify the matching of identification numbers with department member’s names and shall implement the testing in accordance with the random drug and alcohol protocol. The disposition of members testing positive on a random drug/alcohol test shall conform to the drug/alcohol policy in effect between the City and Local 321. A. The City may pursue consolidation of its Fire Department with that of another municipality or municipalities. If the result of such consolidation is that a new entity, body, employer, or governmental unit other than an governmental unit existing as of January 1, 2011, the City agrees: 1. That the new fire protection/emergency medical services (E.M.S.) provider shall employ all members then represented by Local 321 as non-probationary employees, and 2. That the new fire protection/E.M.S provider shall employ all members then represented by Local 321 with the full transfer of seniority and at the rank held at time of consolidation, and 3. That the City will not reduce authorized Local 321-represented positions or modify the Fire Department rank structure in pursuit of consolidation. B. For all L-321 members hired on or before consolidation, the City shall guarantee the wages and benefits in effect, under Articles VI, IX, XI, XII, XV, XVII, XVIII, XIX, XX, XXI, XXII (Retirement Gratuity to be paid within 30 days of consolidation), XXIII, XXIV, XXV, XXVI, XXVII, XXVIII, XXIX, XXXI, XXXV, XXXVII, XXIX, XLI Xxxxxxx 0, 0, 00, XXXX, Sections A, B, C, and D (D includes paragraph re: FPB pagers), LOUs re: Vacations and Precepting, and Appendix “A” Wage Rates at the time of the consolidation of such services for a period of 24 months for such members represented by Local 321 at the time of consolidation of such services, or until the members are covered by a collective bargaining agreement with the new fire protection/E.M.S. provider, whichever occurs first. C. For all L-321 members hired on or bef...
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RANDOM DRUG/ALCOHOL TESTING. The parties’ Drug and Alcohol Testing Policy is attached and incorporated into this Agreement as Appendix C. Section 10. Crime Scene Investigator. The Township proposes an annual $500 lump sum bonus to bargaining unit members serving as CSI as assigned by the Chief of Police. Said amount shall be paid in April of each year and shall be prorated for partial year service as a CSI.
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RANDOM DRUG/ALCOHOL TESTING. The selection of work locations, for the conduct of unannounced (random) Drug and Alcohol testing will be generated randomly by the Safety Group, who will then arrange and co-ordinate testing according the randomised work location list.
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RANDOM DRUG/ALCOHOL TESTING. In addition, anonymous, unannounced and random drug & alcohol tests will be required for all CDL employees. CDL operators who test positive will be prohibited from performing safety sensitive functions involved with the operation of commercial vehicles. All other employees are also subject to random testing for drugs and alcohol. If you are taking a prescribed controlled drug or alcohol-based drug, which includes over-the-counter drugs, notify your supervisor immediately. He/she will determine your status for operation of a commercial vehicle or work with equipment.
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RANDOM DRUG/ALCOHOL TESTING. In addition to the City’s right to conduct Reasonable Suspicion Drug and Alcohol Testing, employees may be drug and alcohol tested randomly. Such random testing protocol shall begin 3/1/2016.
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Related to RANDOM DRUG/ALCOHOL TESTING

  • DRUG/ALCOHOL TESTING Section 33.1 Drug testing may be conducted on employees during their duty hours upon reasonable suspicion or randomly by computer selection. Alcohol testing will be conducted only upon reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; B. A pattern or abnormal conduct or erratic behavior, including abnormal leave patterns; C. Arrest or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking; D. Information provided either by reliable and credible sources or independently corroborated; E. Evidence that an employee has tampered with a previous drug test; F. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practices. Section 33.2 Drug/alcohol testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug/alcohol screening or testing be released to a third party for use in a criminal prosecution against the affected employee. The following procedure shall not preclude the Employer from other administrative action but such actions shall not be based solely upon the initial reagent testing results alone. Section 33.3 All drug screening tests shall be conducted by laboratories meeting the standards of the Substance Abuse and Mental Health Service Administration. No test shall be considered positive until it has been confirmed by a Gas Chromatography/Mass Spectrometry. The procedures utilized by the Employer and testing laboratory shall include an evidentiary chain of custody control and split sample testing. All procedures shall be outlined in writing and this outline shall be followed in all situations arising under this article. Section 33.4 Alcohol testing shall be done in accordance with the law of the State of Ohio to detect drivers operating a motor vehicle under the influence. A positive result shall entitle the Employer to proceed with sanctions as set forth in this Article. Section 33.5 The results of the testing shall be delivered to a specified employee of the Employer with command responsibility and the employee tested. An employee whose confirmatory test result is positive shall have the right to request a certified copy of the testing results in which the vendor shall affirm that the test results were obtained using the approved protocol methods. The employee shall provide a signed release for disclosure of the testing results to the Employer. A representative for the bargaining unit shall have a right of access to the results upon request to the Employer, with the employee’s written consent. Refusal to submit to the testing provided for under this Agreement may be grounds for discipline. A. If a drug screening test is positive, a confirmatory test shall be conducted utilizing the fluid from the primary sample. B. In the event that any confirmation drug test results are positive, the employee is entitled to have the split sample tested by another DHHS-certified lab in the manner prescribed above at the employee’s expense. The employee must request the split sample test within seventy-two (72) hours of being notified of a positive result. The results of this test, whether positive or negative, shall be determinative. Section 33.7 A list of three (3) testing laboratories shall be maintained by the Employer. These laboratories shall conduct any testing directed by the Employer. The Employer shall obtain the approval of the bargaining unit representative as to any laboratories put on this list, which approval shall not be unreasonably withheld. Section 33.8 If after the testing required above has produced a positive result the Employer may require the employee to participate in any rehabilitation or detoxification program that is covered by the employee’s health insurance. Discipline allowed by the positive findings provided for above shall be deferred pending rehabilitation of the employee within a reasonable period. An employee who participates in a rehabilitation or detoxification program shall be allowed to use sick time and vacation leave for the period of the rehabilitation or detoxification program. If no such leave credits are available, the employee shall be placed on medical leave of absence without pay for the period of the rehabilitation or detoxification program. Upon completion of such program and upon receiving results from a retest demonstrating that the employee is no longer abusing a controlled substance/alcohol, the employee shall be returned to his/her former position. Such employee may be subject to periodic retesting upon his/her return to his/her position for a period of one (1) year from the date of his/her return to work. Any employee in a rehabilitation or detoxification program in accordance with this Article will not lose any seniority or benefits, should it be necessary for the employee to be placed on medical leave of absence without pay, for a period not to exceed ninety (90) days. Section 33.9 If the employee refuses to undergo rehabilitation or detoxification, or if he/she tests positive during a retesting within one (1) year after his/her return to work from such a program, the employee shall be subject to disciplinary action, including removal from his/her position and termination of his/her employment. Section 33.10 Costs of all drug screening tests and confirmatory tests shall be borne by the Employer except that any test initiated at the request of the employee shall be at the employee’s expense. Section 33.11 The Employer may conduct four (4) tests of an employee during the one (1) year period after the employee has completed a rehabilitation or detoxification program as provided above. Section 33.12 The provisions of this Article shall not require the Employer to offer a rehabilitation/detoxification program to any employee more than once.

  • Random Drug Testing All employees covered by this Agreement shall be subject to random drug testing in accordance with Appendix D.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • Alcohol and Drug Testing Employee agrees to comply with and submit to any Company program or policy for testing for alcohol abuse or use of drugs and, in the absence of such a program or policy, to submit to such testing as may be required by Company and administered in accordance with applicable law and regulations.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

  • Alcohol Testing Alcohol testing will be conducted by using an evidential breath-testing device (EBT) approved by the National Highway Traffic Safety Administration. A screening test will be conducted first. This initial screening may be accomplished using a saliva test kit. If the result is an alcohol concentration level of less than 0.02 percent, the test is considered a negative test. If the alcohol concentration level is 0.02 percent or more, a second confirmation test using the EBT will be conducted. The procedures that will be utilized by the lab for collection and testing of the specimen are attached hereto as Appendix A.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

  • Substance Abuse Testing The Parties agree that it is in the best interest of all concerned to promote a safe working environment. The Union has no objection to pre-employment substance abuse testing when required by the Employer and further, the Union has no objection to voluntary substance abuse testing to qualify for employment on projects when required by a project owner. The cost and scheduling of such testing shall be paid for and arranged by the Employer. The Union agrees to reimburse the Employer for any failed pre-access Alcohol and Drug test costs.

  • Prescription Drug Plan Retail and mail order prescription drug copays for bargaining unit employees shall be as follows:

  • Clinical Data and Regulatory Compliance The preclinical tests and clinical trials, and other studies (collectively, “studies”) that are described in, or the results of which are referred to in, the Registration Statement or the Prospectus were and, if still pending, are being conducted in all material respects in accordance with the protocols, procedures and controls designed and approved for such studies and with standard medical and scientific research procedures; each description of the results of such studies is accurate and complete in all material respects and fairly presents the data derived from such studies, and the Company and its subsidiaries have no knowledge of any other studies the results of which are inconsistent with, or otherwise call into question, the results described or referred to in the Registration Statement or the Prospectus; the Company and its subsidiaries have made all such filings and obtained all such approvals as may be required by the Food and Drug Administration of the U.S. Department of Health and Human Services or any committee thereof or from any other U.S. or foreign government or drug or medical device regulatory agency, or health care facility Institutional Review Board (collectively, the “Regulatory Agencies”); neither the Company nor any of its subsidiaries has received any notice of, or correspondence from, any Regulatory Agency requiring the termination, suspension or modification of any clinical trials that are described or referred to in the Registration Statement or the Prospectus; and the Company and its subsidiaries have each operated and currently are in compliance in all material respects with all applicable rules, regulations and policies of the Regulatory Agencies.

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