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.
2. Reasonable suspicion of the above is based upon a combination of a number of behavioral and performance factors some of which may include, but are not limited to:
a. Disturbances in gait (walking);
b. Slurred speech;
c. Odor of alcohol, marijuana or other illegal drug;
d. Impaired gross or fine motor skills;
e. Changes in appearance such as flushed face, dilated pupils, red or blurry eyes, carelessness in dress or appearance, hand tremors, et al.;
f. Needle marks on body;
g. Excessive or repetitive vehicular, equipment or workplace accidents;
h. Inconsistent work patterns or disruption of work patterns;
I. Decreasing reliability or disruption of work patterns;
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. 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. 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. Reasonable Suspicion Drug and Alcohol Testing
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. (1) A supervisor may request the Chief Judge or his designee to order a drug and alcohol test of any employee when there is reasonable suspicion to believe the employee is under the influence of or abuses a drug, controlled substance or alcohol.
(2) A summary of the facts supporting the request shall be forwarded to the Chief Judge or his designee and a summary of pertinent facts provided to the employee prior to conducting any test.
(3) Reasonable suspicion to request a drug and alcohol test is based on a totality of circumstances that include, but are not limited to:
(a) Abnormal conduct or aberrant behavior;
(b) Information provided by reliable and credible sources; and/or
(c) Observed difficulty or unusual speech, concentration, movement or the behavior characteristics symptomatic of controlled substance and/or alcohol usage.
(4) An employee under reasonable suspicion may be removed from duty pending the outcome of a drug and alcohol test.
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. ATTACHMENT “B” 1-6 ATTACHMENT “C” 1-6 ATTACHMENT “D” 1
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:
a. Drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol;
b. Incoherent or slurred speech;
c. Odor of alcohol on the breath;
d. Inability to respond appropriately to questions an employee should reasonably be capable of answering;
e. Unsteady walking and movement, disorientation or loss of balance;
f. Physical symptoms of alcohol or drug influence (red and watery eyes, if not explained by environmental causes);
g. A pattern of abnormal, erratic, paranoid or bizarre behavior; or
h. Unexplained drowsiness. A manager or supervisor who has reasonable suspicion that an employee may be under the influence of alcohol or a drug will notify the employee of the suspicion. The employee will be offered an opportunity to give an explanation of their condition, and will be subject to testing. A manager and/or supervisor may direct that an employee submit to a drug or alcohol test. Such a directive shall be in writing and be signed by the requesting manager or supervisor before the employee undergoes the test. Any manager and/or supervisor directing that an employee submit to a drug or alcohol test must document in writing the facts and observations that led him/her to reasonably suspect that the employee in question was under the influence of drugs or alcohol. Such documentation shall be provided to the employee at the time the manager or supervisor requests submission to a drug or alcohol test. The form shall then be submitted to the operations manager on the next busines...
REASONABLE SUSPICION DRUG AND ALCOHOL TESTING. Bargaining unit members shall be covered by the University of Illinois at Springfield’s policy on Drug and Alcohol Abuse and Testing.
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:
1. A supervisor's determination that reasonable suspicion exists shall be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the employee.
2. A "trained supervisor" is one who has received at least two (2) hours of training in the signs of alcohol and drug use, including at least sixty (60) minutes of training on drug use and at least sixty (60) minutes of training on alcohol use.
3. The employee is entitled to Union representation before being questioned in connection with a reasonable suspicion determination, if so requested by the employee.
