REASONABLE SUSPICION DRUG TESTING. An employee must submit to a reasonable suspicion drug or alcohol test when a manager or supervisor has reasonable suspicion to believe that the employee has violated the drug or alcohol prohibitions contained in this Article and/or Sections 4225 and 4225AR of the District’s Personnel Policy. A reasonable suspicion determination may be made any time the employee is on school property and may be based on observations concerning, including but not limited to, the appearance, behavior, speech or body odors of the employee. The observations may include indications of chronic and withdrawal effects of drugs and/or alcohol. Supervisory personnel may request that an employee submit to drug or alcohol testing when a supervisor has a reasonable suspicion that an employee is under the influence of drugs or alcohol. The term “reasonable suspicion” as used in this section is defined consistent with Connecticut law, and generally exists when, based upon objective facts and considerations, a reasonably prudent supervisor would suspect that an employee is under the influence of drugs and/or alcohol.
1) The supervisor or manager who makes a reasonable suspicion determination will not conduct the drug or alcohol test.
2) Board of Education shall immediately transport or ensure transportation of the employee to and from the collection site for the collection of the appropriate sample.
3) The employee must submit to reasonable suspicion drug or alcohol test. Failure or refusal to submit to a reasonable suspicion drug or alcohol test, as directed by a manager or supervisor, shall constitute a positive drug test.
4) For an employee who tests positive to drugs and/or alcohol may be subject to disciplinary action up to and including termination of employment.
5) An employee who acknowledges having a drug/alcohol problem to a human resources department and seeks help for same prior to be directed to taking a reasonable suspicion drug test, will be given the opportunity to seek help and assistance for said drug/alcohol issue, and the employee’s acknowledgement of the drug/alcohol problem under these circumstances shall not be the basis for discipline of the employee.
6) An employee who tests positive to drugs and/or alcohol or fails and/or refuses to participate in a reasonable suspicion drug or alcohol test, shall be suspended five
REASONABLE SUSPICION DRUG TESTING. If a trained supervisor or administrator has reasonable suspicion that an employee is under the influence of alcohol or drugs during work time, the supervisor will, in a timely manner, transport the employee to a qualified facility for drug/alcohol testing, at the District’s expense. With the consent of the employee, an Association representative shall be allowed to accompany the employee to the testing facility.
REASONABLE SUSPICION DRUG TESTING. A. The City may require an employee to submit to a medical evaluation or a drug screen only where it has a reasonable suspicion that the employee is under the influence of drugs or alcohol while on duty, and where the specific procedures provided below are followed.
B. Random, mass or individually scheduled testing of employees for drug or alcohol, which is not based on reasonable suspicion and not performed pursuant to the specific procedures described below, is prohibited by this article of the collective bargaining agreement.
C. Reports of drug use or aberrant behavior which are not confirmed by specific observations as provided below shall not constitute reasonable suspicion.
D. “Reasonable suspicion” exists only when all of the following elements are present:
1. An employee observes another employee exhibiting aberrant or bizarre behavior, inability to do their job, using an illegal substance at the worksite, possessing drugs or alcohol at the worksite or other signs or symptoms of being under the influence;
2. The employee’s behavior or symptoms are observed and confirmed by a supervisor;
3. The symptoms and/or behavior are of the type recognized and accepted by medical science as being under the influence caused by alcohol or controlled substances; and
4. In determining if reasonable suspicion exists the supervisor shall consider other factors (such as, but not limited to, fatigue, lack of sleep, side effects of prescription and/or over the counter medications, reactions to noxious fumes or smoke, etc.) which may explain the behavior of the employee.
REASONABLE SUSPICION DRUG TESTING. 45 The Employer and the Union are committed to providing employees with a drug-free and alcohol-free workplace. It is our goal to protect the health and safety of employees and the public, and to promote a safe, productive workplace. Upon reasonable suspicion, the Township may require an employee to submit to a drug or alcohol test. Reasonable suspicion is the quantity of proof or evidence that is more than a hunch, but less than probable cause. It must be based on specific, objective facts and any derived inferences from those facts about the conduct of an individual that would lead a reasonable person to suspect that the individual is or has been using drugs, including medical and recreational marijuana, while on or off duty or is under the influence of alcohol if on duty (defined as a Blood Alcohol Content (BAC) of 0.02 or more). Discipline shall be subject to the just cause provision of Article 4.1(C). Within five days of receiving written request from the Union, the Township shall articulate the facts constituting reasonable suspicion 45
REASONABLE SUSPICION DRUG TESTING. At any time the City believes there is a reasonable cause or suspicion that an employee may be placing himself or others at risk due to the influence of drugs and/or alcohol, that employee may be subject to drug testing. Reasonable suspicion shall be supported by evidence of an employee exhibiting erratic or unusual behavior, including but not limited to: chronic lateness or absenteeism, unexplained or lengthy disappearances during the day, irritability, paranoia, suspiciousness, sharp mood swings, changes of an employee's appearance, behavior, or ability to perform normal work duties. Observations of such behavior will be reported to supervisory personnel. An accident involving a City vehicle and/or resulting in a Workers’ Compensation injury may also result in drug testing authorized by this Section. The decision to require the employee to submit to drug testing will require the approval of either the Department Director or his designee and coordinated through the Health, Education and Wellness Coordinator or designee prior to any testing taking place.
REASONABLE SUSPICION DRUG TESTING. Reasonable suspicion drug testing means drug testing based on a belief that an employee is using or has used drugs in violation of the Fort Xxxxx Police Department policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon any of the following:
a) Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug.
b) Abnormal conduct or erratic 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 during his or her employment.
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, solicited, or transferred drugs while working or while on the employer’s premises or while operating the employer’s vehicle, machinery, or equipment.
REASONABLE SUSPICION DRUG TESTING. The parties agree that the Reasonable Suspicion Drug Testing policy for Boston Center for Youth and Families shall remain in effect including the changes in the (attached) updated policy dated September 6, 2012.
REASONABLE SUSPICION DRUG TESTING. Where there is a reasonable suspicion that an employee is using or has used drugs in violation of the School Board's policy. The facts and inferences outlined under "Reasonable Suspicion Drug Testing" listed above shall be used in determining whether a reasonable suspicion exists.
REASONABLE SUSPICION DRUG TESTING. At any time that a supervisor observes and can articulate reasonable suspicion that a unit employee is under the influence of drugs or alcohol while on duty, that supervisor may direct that the unit employee immediately be tested for drugs and/or alcohol.
REASONABLE SUSPICION DRUG TESTING. Section A - Training
