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...
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:
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.
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.” ARTICLE XXVIII
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.
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.
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.
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. ARTICLE XLIV - CONSOLIDATION, MERGER, OR COMBINING OF FIRE PROTECTION/EMERGENCY MEDICAL SERVICES (condensed hereafter as “consolidation”)
