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
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
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) The Board shall contact the testing agency and the employee will remain on site, supervised by a Board of Education shall immediately transport or ensure transportation employee, until the agency employee arrives and during the full time of the employee to and from the collection site for the collection of the appropriate sampletesting process.
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
Appears in 1 contract
Samples: Collective Bargaining Agreement
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) The Board shall contact the testing agency and the employee will remain on site, supervised by a Board of Education shall immediately transport or ensure transportation employee, until the agency employee arrives and during the full time of the employee to and from the collection site for the collection of the appropriate sampletesting process.
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 fivefive (5) days without pay for the first offense; and terminated upon a second offense.
7) If the employee is three (3) years without a positive test/failure/refusal, his record will be cleansed. In Witness whereof, the parties have caused their names to be signed on this 16th day of March, 2018. For The Union For The Board Xxxx Xxxxxxx Xxxxxx Xxxxx, Chairman Staff Representative Fairfield Board of Education UPSEU Xxxxxx Xxxxxxxx, President Date Xxxxx X. Xxxxx UPSEU President Date CUSTODIAL – MAINTENANCE 2016-17 Grade 1 2 3 4 L11 LL16 CUSTODIAL – MAINTENANCE 2018 – 2019 Grade 1 2 3 4 L11 LL16 This Memorandum of Understanding is entered into between Fairfield Board of Education and the Custodians-Maintenance Local 1779 of Council #4, AFSCME for the purpose of memorializing the Board's decision to change insurance plan design from the option(s) currently set forth in the 2012 - 2016 collective bargaining agreement between the parties, to the Oxford/United Healthcare Freedom Select POS HEP Preferred Plan offered through the State of Connecticut and designated as the State Partnership Plan 2.0 (SP2.0). The Board regards this change as within its rights under the collective bargaining agreement, its inherent management rights and/or applicable practice and legal precedent to effect this change without the necessity of agreement by the Union. The Board also understands that the Union may take the position that the Board may not unilaterally implement this change, on the basis and argument that SP2.0 is not substantially equivalent to the current insurance plan option(s) set forth in the collective bargaining agreement between the parties. However, both parties acknowledge that the change of insurance plan offering to SP2.0 is beneficial to both the District and the bargaining unit, and that, accordingly, the issue of unilateral change versus bargaining obligation need not be resolved in connection with this issue. Accordingly, the details set forth below serve to clarify and detail the specifies of the Board's change from the current insurance options set forth in the cu11ent collective bargaining agreement and to which the Union does not object, rather than as a negotiated modification of the collective bargaining agreement.
1. Notwithstanding the provisions of Article VI, Benefits in the collective bargaining agreement between the parties, effective July 1, 2016 the only medical, RX and dental insurance plan offered by the Board shall be the SP2.0.
2. Current premium cost share percentages for medical, RX and dental shall follow negotiated percentages for each 1iscal year for the term of the collective bargaining contract but will be applied to the SP2.0 rates.
3. Premium rates will be established by the State of Connecticut for the relevant July I through June 30 yearly period, and shall be inclusive of medical, RX and all administrative fees. Xx. Xxxxxx indicated that the 2016-2017 rates have not yet been determined.
4. The premium rates will be as established by the State for single, employee + one and family, and for actives, pre-65 retirees, Medicare retirees and post-65 non• Medicare eligible retirees, but blended consistent with Board practice to provide for uniform rates across category for actives and retirees. This will result, for example, in an active custodian/maintenance employee with family coverage paying a higher premium than the active employee family rate posted by the State.
5. SP2.0 design and co-payments shall be as specified in the four (4) page multi• color document distributed on December 14, 2015 by Xx. Xxxxxx and Xx. Xxxx, titled Connecticut Partnership Plan 2.0, and with page headings "Why Join CT Partnership 2.0," "MEDICAL BENEFIT SUMMARY" and “DENTAL BENEFIT SUMMARY." (ATTACHMENT 1).
6. In lieu of the dental plan offered by the Board in Article VI, Section 1 of the current collective bargaining agreement, the Board will provide the "Unlimited Annual Maximum Plan" described on the last page of ATTACHMENT 1. Said Plan is currently administered by Cigna.
7. Current Dental Plan premium cost share percentages will follow negotiated percentages for each fiscal year for the term of the collective bargaining agreement but will be applied to the SP2.0 rates.
8. Employees participating in the medical insurance are not required to enroll in the Dental Plan.
9. The SP2.0 Cigna Vision Rider (lenses and frames) will not be offered. However, medical based vision issues and checkups are provided through SP2.0.
10. In the event the Board at any time exercises its specific or management rights under the collective bargaining agreement to leave the SP2.0 plan for an equal or better plan or carrier, then the Board, in determining if the new plan or carrier is equal or better, may use the plan offering in the current collective bargaining agreement in force at the time of signing this Memorandum of Understanding as the baseline for determining equal or better. The Board will not be required to use SP2.0 as the baseline.
11. As of December 18, 2015, the Board's attorney has been advised by Xxxxxxx Xxxxxx, Partnership Plan Health Care Analyst with the Connecticut Office of the State Comptroller, that a Summary Plan Description for SP2.0 has not yet been finalized.
12. In the event SP2.0 is amended by the State, such amendments shall be in full force and effect for the term of the collective bargaining agreement, without the necessity of any action by either the Board or the Union, but shall not limit or curtail the Board's rights to leave SP2.0 for an equal or better plan.
13. The SP2.0 contains a Health Enhancement Plan component. All employees participating in the SP2.0 will be required to join the HEP and will be subject to its terms and provisions. Details of the HEP are addressed in the single page “Health Enhancement Program (HEP)'' document distributed at the December 14, 2015 State Presentation (ATTACHMENT 2) the single page document "State of CT Preventive Care Requirements" (ATTACHMENT 3) also distributed on December 14, 2015, and the three page document “ATTACHMENT B - Specifics Relating to Hea1th Enhancement Program.” (ATTACHMENT 4). 14. Participation in the SP2.0 and the HEP are conditioned upon the employee completing and submitting necessary enrollment forms (written or electronic as determined by the administrator) during the specified enrollment period, and also signing an authorization for the deductions of premium cost shares through payroll deductions.
Appears in 1 contract
Samples: Collective Bargaining Agreement
