REASONABLE SUSPICION DRUG TESTING Sample Clauses

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.
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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 may, consistent with Department of Transportation Regulations, transport the employee to a qualified facility for drug/alcohol testing, at the District’s expense.
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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.
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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
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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:
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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.
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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.
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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.
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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.
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Related to REASONABLE SUSPICION DRUG TESTING

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

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

  • 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.

  • Treatment Program Testing The Employer may request or require an employee to undergo drug and alcohol testing if the employee has been referred by the employer for chemical dependency treatment or evaluation or is participating in a chemical dependency treatment program under an employee benefit plan, in which case the employee may be requested or required to undergo drug or alcohol testing without prior notice during the evaluation or treatment period and for a period of up to two years following completion of any prescribed chemical dependency treatment program.

  • CHILD AND DEPENDENT ADULT/ELDER ABUSE REPORTING CONTRACTOR shall establish a procedure acceptable to ADMINISTRATOR to ensure that all employees, agents, subcontractors, and all other individuals performing services under this Agreement report child abuse or neglect to one of the agencies specified in Penal Code Section 11165.9 and dependent adult or elder abuse as defined in Section 15610.07 of the WIC to one of the agencies specified in WIC Section 15630. CONTRACTOR shall require such employees, agents, subcontractors, and all other individuals performing services under this Agreement to sign a statement acknowledging the child abuse reporting requirements set forth in Sections 11166 and 11166.05 of the Penal Code and the dependent adult and elder abuse reporting requirements, as set forth in Section 15630 of the WIC, and shall comply with the provisions of these code sections, as they now exist or as they may hereafter be amended.

  • DRUG/ALCOHOL TESTING 11.1 The parties agree that the maintenance of a drug/alcohol free work place is a goal of both the College and the Union. Employees are prohibited from possession, consumption and/or being under the influence of a controlled substance/alcohol while on the College’s premises or during time paid by the employer. Violations of this prohibition may result in a disciplinary action up to and including termination.

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • How to File an Appeal of a Prescription Drug Denial For denials of a prescription drug claim based on our determination that the service was not medically necessary or appropriate, or that the service was experimental or investigational, you may request an appeal without first submitting a request for reconsideration. You or your physician may file a written or verbal prescription drug appeal with our pharmacy benefits manager (PBM). The prescription drug appeal must be submitted to us within one hundred and eighty (180) calendar days of the initial determination letter. You will receive written notification of our determination within thirty (30) calendar days from the receipt of your appeal. How to File an Expedited Appeal Your appeal may require immediate action if a delay in treatment could seriously jeopardize your health or your ability to regain maximum function, or would cause you severe pain. To request an expedited appeal of a denial related to services that have not yet been rendered (a preauthorization review) or for on-going services (a concurrent review), you or your healthcare provider should call: • our Grievance and Appeals Unit; or • our pharmacy benefits manager for a prescription drug appeal. Please see Section 9 for contact information. You will be notified of our decision no later than seventy-two (72) hours after our receipt of the request. You may not request an expedited review of covered healthcare services already received.

  • 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.

  • Drug Test The compulsory production and submission of urine and/or blood, in accordance with departmental procedures, by an employee for chemical analysis to detect prohibited drug usage.

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