Reasonable Suspicion Drug/ Alcohol Testing Sample Clauses

Reasonable Suspicion Drug/ Alcohol Testing. In the event that a supervisor has reasonable suspicion that an Employee is either mentally or physically impaired due to the use of illegal drugs, alcohol, chemical or harmful intoxicants, or any other cause, the Employee shall not be allowed to work pending further testing. An Employee ordered to submit to such testing shall be placed on paid administrative leave pending the results of the testing. If the test results are negative, the Employee shall be returned to work. If the test results are positive, the Employee may be subject to disciplinary action, up to and including removal. A pre-disciplinary hearing will be held within ten (10) working days of receipt of the test results; the Employee may be continued on paid administrative leave pending the pre-disciplinary hearing. As used in this Article, “Chemical or harmful intoxicants” shall be defined as substances which are prohibited by the Ohio Revised Code and/or federal law.
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Reasonable Suspicion Drug/ Alcohol Testing. In the event that a supervisor has reasonable suspicion that an Employee is either mentally or physically impaired due to the use of illegal drugs, alcohol, chemical or harmful intoxicants, or any other cause, the Employee shall not be allowed to work pending further testing. An Employee ordered to submit to such testing shall be placed on paid administrative leave pending the results of the testing. If the test results are negative, the Employee shall be returned to work. If the test results are positive, the Employee may be subject to disciplinary action, up to and including removal. As used in this Section, “Chemical or harmful intoxicants” shall be defined as substances which are prohibited by the Ohio Revised Code and/or federal law.
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Reasonable Suspicion Drug/ Alcohol Testing. In order to help provide a safe work environment and to protect staff members, students and the public by insuring that District personnel have the ability to perform their assigned duties, the District may require employees to submit to drug/alcohol testing where there is reasonable suspicion of improper drug or alcohol use as set forth below:
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Reasonable Suspicion Drug/ Alcohol Testing. > The parties agree to work collaboratively on development of a Reasonable Suspicion Drug and Alcohol Testing program for Teamster employees. Testing to be based on Reasonable Suspicion standard of on the job impairment. Program became effective December 1, 2016 and reflected in appendix B.
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Reasonable Suspicion Drug/ Alcohol Testing. During the life of this agreement, a joint committee, consisting of three (3) members from each side, shall meet, discuss and, where necessary, bargain over Reasonable Suspicion Drug and Alcohol Testing language as referenced in the initial proposals with a goal of reaching an agreement on such language for inclusion in the contract, taking effect July 1, 2014. In witness to the agreement reached on the terms and conditions of employment and memorialized in this agreement the duly authorized representatives of the parties’ affix their signature below on this day of , 2012. SIDE LETTER P - REALLOCATION OF INSTITUTIONAL MAINTENANCE FOREMEN (IMFS) Institutional Maintenance Xxxxxxx (IMFs) will be reallocated to Grade 18 effective July 1, 2015. In witness of these terms and conditions the duly authorized representatives of the parties affix their signatures below: APPENDIX A GUIDELINES FOR SICK LEAVE BANK
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Reasonable Suspicion Drug/ Alcohol Testing. Employees will be tested following any observed behavior creating “reasonable suspicion.” These behaviors may include the following:
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Reasonable Suspicion Drug/ Alcohol Testing. Hawaii Tribune-Herald is committed to providing a productive and safe work environment. Employees who are under the influence of drugs or alcohol may present a serious safety hazard to themselves, their co-workers, and the general public. The Company may incur substantial costs as a result of the abuse of alcohol and drugs, including lost time and reduced productivity, long-term health costs, workers’ compensation exposure for employee accidents and/or deaths, possible legal consequences for property damage or injuries caused by alcohol or drug-impaired employees and adverse impact on our image and reputation. In order to fulfill our obligation to maintain a safe, healthful and productive working environment for our employees and to protect the Company’s property, operations and reputation, we establish the following: The use, being under the influence, distribution, actual sale, trade, proposed buy/sale, or possession of any drugs or other controlled substance is prohibited while on Company business on or Company premises, including parking areas. Disciplinary action, up to and including dismissal, will result and appropriate authorities may be notified when such violations occur. The use, or being under the influence, of alcohol on Company premises, including parking areas, is prohibited. Disciplinary action, up to and including termination, will be taken in those cases where the employee is using or is under the influence of alcohol while on Company business or on Company premises, including parking areas. The Company considers drug/alcohol abuse a business and health problem and is willing to assist employees with problems by providing a Company referral source. If an employee voluntarily comes forward seeking assistance with a drug/alcohol problem before any circumstance constituting reasonable suspicion to require the employee to submit to drug/alcohol testing under this Section 33 presents itself, the following shall apply:
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Related to Reasonable Suspicion Drug/ Alcohol Testing

  • DRUG/ALCOHOL TESTING 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 City conducts the following types of drug/alcohol testing to determine if employees are in compliance with this policy and associated rules of conduct: pre- employment, reasonable suspicion, and post-accident. In addition, employees are tested prior to returning to duty after a positive drug or alcohol test and subject to follow-up testing conducted during the course of a rehabilitation program recommended by a substance abuse professional. A Medical Review Officer (MRO) reviews test results and determines which tests are positive and which are negative. The City shall test for the following drugs: marijuana, amphetamines, opiates, phencyclidine (PCP), cocaine, barbiturates, benzodiazepines, methadone, methaqualone, and propoxyphene.. An initial drug screen is conducted on each specimen. For those specimens that are not negative, a confirmatory gas chromatography/mass spectrometry (GC/MS) test is performed. The test is considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40. An alcohol concentration of .04 percent or greater is considered a positive alcohol test, and in violation of this policy. If a drug or alcohol test produces a positive result, the City may take such actions as authorized in Section 14.6 herein. Sick leave and/or other paid leave may be used while participating in a rehabilitation program. Otherwise, the employee will be placed on leave without pay until return to work following a negative alcohol/ drug test and authorization by the SAP.

  • 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.

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

  • 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.

  • 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.

  • Alcohol & Drugs I understand that the possession or consumption of alcoholic beverages or illegal substances is prohibited at all game locations and Activities hosted by the Club. I understand that by not following the rules of the game, or by playing while intoxicated, or if there is any suspicion of intoxication, I will not be allowed to play and will not receive a refund.

  • 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.

  • DRUG & ALCOHOL POLICY The parties agree that employees represented by this Agreement shall be free from the influence of drugs and/or alcohol while at work. The Agency's Drug/Alcohol Policy will be adhered to by such employees.

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