Common use of Random, Reasonable Suspicion and Pre-Employment Tests Clause in Contracts

Random, Reasonable Suspicion and Pre-Employment Tests. 1. Temporarily assign the employee to non-safety-sensitive functions; 2. Allow an employee to take accrued leave or leave without pay pursuant to the requirements of the Agreement if the Agency does not assign non-safety-sensitive functions; 3. Refer the employee to rehabilitation and last chance agreement; the duration of a last chance agreement shall be for a period of five (5) years starting from the effective date of the last chance agreement. After the five (5) year period, the last chance agreement will be removed from the employee’s personnel file. 4. Take disciplinary action pursuant to the requirements of the Agreement. In the case of pre-employment testing for promotions, demotions or transfers where the employee is moving from a position that does not require a CDL to a position that requires a CDL, an additional option is to rescind the appointment.

Random, Reasonable Suspicion and Pre-Employment Tests. 1. Temporarily assign the employee to non-safety-sensitive functions; 2. Allow an employee to take accrued leave or leave without pay pursuant to the requirements of the Agreement if the Agency does not assign non-non- safety-sensitive functions; 3. Refer the employee to rehabilitation and last chance agreement; the duration of a last chance agreement shall be for a period of five (5) years starting from the effective date of the last chance agreement. After the five (5) year period, the last chance agreement will be removed from the employee’s personnel file. 4. Take disciplinary action pursuant to the requirements of the Agreement. In the case of pre-employment testing for promotions, demotions or transfers where the employee is moving from a position that does not require a CDL to a position that requires a CDL, an additional option is to rescind the appointment.