REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. When the appearance or the behavior of Seller personnel causes Buyer to reasonably suspect the influence of drugs or alcohol (i.e., slurred speech, body or breath odor, dilated or constricted pupils, unsteady gait, possession of drugs or alcohol, or other impairments), Buyer may direct Seller to perform drug/alcohol testing per Addendum A. Such testing shall be accomplished as soon as possible after Xxxxx makes a request, but not later than eight (8) hours after request by Xxxxx. Results shall be reported to Buyer within twenty-four (24) hours of receipt by Seller.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. 1. Reasonable suspicion of illegal use of drugs and/or alcohol must be based on specific, objective facts and any derived inferences from those facts about the conduct of an Employee that would lead a reasonable person to suspect that the employee is engaged in/under the influence of: (1) illegal drug use or legal drug misuse while on or off duty, or (2) alcohol misuse while on duty.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. Supervisor and Management officials shall receive training on reasonable suspicion. If a supervisor or manager reasonably suspects that an employee is under the effects of drugs or alcohol, he or she will ask another supervisor to confirm a suspicion. Then, the employee will be subject to drug and/or alcohol testing.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. It shall be a condition of employment for all employees to submit to alcohol and/or drug testing when there is reasonable suspicion to believe that an employee is under the influence of alcohol or using illegal drugs.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. 1. PURPOSE STATEMENT - Abuse of drugs and alcohol is a nationwide problem. It affects persons of every age, race, sex and ethnic group. It poses risks to the health and safety of employees of the City of Minneapolis and to the public. To reduce those risks, the City has adopted this LOA concerning drugs and alcohol in the workplace. This LOA establishes standards concerning drugs and alcohol which all employees must meet and it establishes a testing procedure to ensure that those standards are met. This drug and alcohol testing LOA is intended to conform to the provisions of the Minnesota Drug and Alcohol Testing in the Workplace Act (Minnesota Statutes §181.950 through 181.957), as well as the requirements of the federal Drug-Free Workplace Act of 1988 (Public Law 100- 690, Title V, Subtitle D) and related federal regulations. Nothing in this LOA shall be construed as a limitation upon the Employer's obligation to comply with federal law and regulations regarding drug and alcohol testing. The Human Resources Director is directed to develop and maintain procedures for the implementation and ongoing maintenance of this LOA and to establish training on this LOA and applicable law.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. Employees will be required to submit to a drug and alcohol test when a supervisor has reasonable suspicion that an employee is using or has used drugs or alcohol in violation of The Employer’s drug-free workplace program. Reasonable suspicion will be documented and will not be based on rumor, speculation or unsubstantiated information. Such suspicion will be based upon specific facts and inferences either observed by or made known to Employer supervisory personnel. Referrals for reasonable suspicion testing shall be made according to the procedures set forth by the Employer. Behavior that could prompt reasonable suspicion of drug or alcohol use in violation of the Employer’s program include, include but is not limited to the following: observation of the use, possession or distribution of drugs; physical symptoms of drug or alcohol use; patterns of abnormal and erratic conduct such as increased absenteeism or tardiness, lack of proper work performance, and violations of Employer safety and work rules; reckless or risky behavior; evidence of an effort to alter a drug or alcohol test; and involvement in a work- related accident.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. 1. Testing Methods Drug and alcohol testing, if done, will be done as soon as reasonably possible (not to exceed twenty-four (24) hours) following an Employer’s reasonable cause to suspect (“Reasonable Suspicion”) the Participant Employee is under the influence of drugs or alcohol.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. Conducted when a supervisor observes behavior or appearance that is characteristic of an individual who is currently under the influence of or impaired by alcohol, impaired by drugs, or a combination of alcohol and drugs, according to the following guidelines:
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. Reasonable Suspicion Drug and Alcohol Testing Definitions and examples: In addition to all testing procedures that may exist under federal laws and regulations and apply to employees who have Commercial Drivers’ Licenses (CDLs) and in addition to section 13.14 of this contract addressing post-accident drug and alcohol testing, a City employee may also be required to immediately consent and submit to a (1) breathalyzer; and an (2) (a) unobserved urine, or (b) oral fluid specimen test due to reasonable suspicion that the employee reported to work and/or returned to duty under the influence of drugs and/or alcohol. Reasonable suspicion to require an employee to submit to drug and alcohol tests exists if there are specific and articulated observation(s) of an employee’s physical behavior, appearance, or other reliable indicators that an employee has reported to work or returned to duty under the influence of alcohol and/or drugs. Some examples of observations which support a finding that reasonable suspicion exists include, but are not limited to: slurred, incoherent, or unusual speech; uneven gait; stumbling; lack of coordination; confusion; reduced judgment or inhibitions; unusual eye movement; weariness or exhaustion; slow deliberate speech or movement; flushed face; inability to focus; uncharacteristic behavior; constricted or dilated pupils; smell of alcohol or marijuana on breath or person; unauthorized possession of drugs and/or alcohol; when an employee admits to reporting or returning to duty under the influence of drugs and/or alcohol; when the City receives information provided by a reliable and credible source that an employee reported/returned to duty under the influence of drugs/alcohol; or other observation(s) that create a reasonable suspicion that an employee is under the influence of drugs and/or alcohol. Under the Influence Definition: An employee is considered to be “under the influence” of alcohol if his/her alcohol concentration is .02 or greater by volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath test. Alcohol concentration levels measuring less than .02 are considered a negative result. An employee is considered “under the influence” of drugs (excluding lawfully prescribed substances which are being used in a manner consistent with a physician’s instructions) if the employee tests positive for having such substances present in his/her body, either via a urine or oral f...
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. An employee who is suspected of being under the influence of alcohol or drugs in the workplace, or while on duty, may be required to undergo an alcohol or drug test. Reasonable suspicion means suspicion based on specific personal observations by an Employer representative or by a third party (peace officers, fire personnel, County personnel, physicians, nurses, patients, and co-workers) concerning the appearance, behavior, speech, or breath odor of the employee. Suspicion is not reasonable, and thus not a basis for testing if it is exclusively based on civilian observations and reports. Observation by a supervisor or the supervisor’s confirmation of a report of reasonable suspicion from any third party (peace officers, fire personnel, County personnel, physicians, nurses, patients, co-workers, and/or civilians) of any of the following may give rise to a reasonable suspicion of belief that an employee is under the influence of drugs or alcohol:
