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.
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.
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.
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.
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
Reasonable Suspicion Drug/ Alcohol Testing. Employees will be tested following any observed behavior creating “reasonable suspicion.” These behaviors may include the following:
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:
