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.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
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.
Sample 1
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. Institutional Maintenance Xxxxxxx (IMFs) will be reallocated to Grade 18 effective July 1, 2015.
Sample 1
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.
Sample 1
Reasonable Suspicion Drug/ Alcohol Testing. Employees will be tested following any observed behavior creating “reasonable suspicion.” These behaviors may include the following: a. Direct observation of drug/alcohol use, or the symptoms of being under the influence of a drug or alcohol; b. Abnormal behavior while at work or a significant deterioration in work performance; c. A report of drug use, provided by a reliable and credible source; d. Evidence that an individual has tampered with a drug test while working for the City; e. Information that an employee has caused, contributed to, or been involved in, an accident while at work; f. Evidence that an employee has used, possessed, sold, or solicited drugs while working or while on the City’s premises or while operating the City’s vehicles, machinery, or equipment; and g. Post-accident in City-owned vehicles. If a determination is made that an employee is to be tested pursuant to a determination of reasonable suspicion, the employee will be placed on paid administrative leave until the results of the drug and/or alcohol test is completed and results conveyed to the employer.
Sample 1
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.
Sample 1
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: a. The order to submit to testing must be justified by a “reasonable suspicion” that the employee is under the influence of illegal controlled substances or alcohol while on duty or has engaged in the use, sale, distribution, or possession of illegal controlled substances or alcohol while on duty. b. While the “reasonable suspicion” standard does not lend itself to precise definition or mechanical application, vague or unparticularized or unspecified hunches or intuitive feelings do not meet the standard. c. “Reasonable suspicion” is the quantum of knowledge sufficient to induce an ordinarily prudent and cautious person to act under the circumstances. “Reasonable suspicion” must be directed at a specific person and be based on specific and articulable facts and the logical inferences and deductions that can be drawn from those facts. d. “Reasonable suspicion” may be based, among other things, on the following: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or conduct or physical symptoms of being under the influence of drugs or alcohol; or 2. A pattern of unusual or abnormal conduct or erratic behavior; or 3. Arrest or conviction for a drug-related offense, or the identification by law enforcement personnel that an employee is the focus of a criminal investigation into illegal drug possession, use, or trafficking; or 4. Information provided by a reliable and credible source. e. Disputes concerning the matter of whether the District had “reasonable suspicion” to order a test shall be subject to review by the Hearing Officer during the disciplinary process if disciplinary charges are pursued as a result of a positive test result. f. The decision to test an employee shall be made by the Assistant Superintendent for Human Resources or the Assistant Personnel Administrator or the Assistant Plant Facilities Administrator, or, in their absence, their designee, in accordance with the standards discussed above. g. It is intended that where a decision is made to test, the employee will be given a direct order to submit to the test and advised of his/her right to have a Union repre...
Sample 1
AutoNDA by SimpleDocs
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. 1. An employee’s act of seeking Company assistance will not be considered reasonable suspicion as defined below. 2. An employee’s act of seeking Company assistance will not be considered just and sufficient cause for discipline. 3. When an employee seeks Company assistance, the Company will assist the employee in finding a suitable treatment program covered by the employee’s medical plan. 4. The employee will be allowed to use available sick leave while undergoing treatment. In the event an employee is placed in an outpatient program, Company will reasonably accommodate the necessary unpaid time off for the treatment. It shall be a condition of employment for employees to submit to drug/alcohol testing for the presence of illegal drugs, alcohol, intoxicating beverages, narcotics, controlled substances, and the misuse of lawfully-prescribed legal drugs (hereinafter “drugs and/or alcohol”) under the following circumstances: When there is a reasonable suspicion to believe that an employee is using illegal drugs or alcohol, and/or is under the influence of illegal drugs or alcohol. When an employee is involved in an on-the-job accident. As part of a follow-up program to treatment for drug or alcohol abuse. In the event of a positive test result, the Employer shall have the right to impose discipline up to and including discharge. The testing shall be performed by a laboratory certified by the National Institute for Drug Abuse (NIDA). In the event the initial test is positive, a second confirmation test shall be performed using Gas Chromatography Mass Spectometry (GC/MS) technology. All costs incurred for testing ordered under this policy, including the cost of transporting the employee to the site where the specimen would be obtained, will be paid by Hawaii Tribune- Herald. Time spent by the employee for testing shall be compensable time. Reasonable susp...
Sample 1

Related to Reasonable Suspicion 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.

  • 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.

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

  • Reasonable Suspicion Testing All Employees Performing Safety-Sensitive Functions A. Reasonable suspicion testing for alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with alcohol and/or controlled substance use; 2. Evidence or observation of alcohol or controlled substance use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects alcohol or other controlled substance use may have been a factor.

  • 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.

  • 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.

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • 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.

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

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!