Common use of Reasonable Suspicion Testing Clause in Contracts

Reasonable Suspicion Testing. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; 2. A pattern of abnormal conduct or erratic behavior; 3. Conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking. The employee is responsible for notifying the City, within five (5) working days, of any drug-related conviction; 4. Information provided by reliable and/or credible sources or independently corroborated regarding an employee’s substance abuse; 5. Evidence that an employee had tampered with a previous drug test, and 6. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. The City representative must make a written record of the observations leading to a drug or alcohol test within twenty-four (24) hours of the observed behavior or before the test results are reported, whichever is earlier. Any employee who demonstrates job performance impairments consistent with reasonable suspicion characteristics shall be relieved of duty with pay pending an investigation and testing of condition. In such case the employee shall be transported by City personnel to the sample collection location and to his/her home. Employees with a negative drug test and/or alcohol test below 0.04 will be returned to duty if not otherwise in violation of this policy. Testing under this section may be for drugs or alcohol or both.

Reasonable Suspicion Testing. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; 2. A pattern of abnormal conduct or erratic behavior; 3. Conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking. The employee is responsible for notifying the City, within five (5) working days, of any drug-related conviction; 4. Information provided by reliable and/or credible sources or independently corroborated regarding an employee’s 's substance abuse; 5. Evidence that an employee had tampered with a previous drug test, and 6. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. The City representative must make a written record of the observations leading to a drug or alcohol test within twenty-four (24) hours of the observed behavior or before the test results are reported, whichever is earlier. Any employee who demonstrates job performance impairments consistent with reasonable suspicion characteristics shall be relieved of duty with pay pending an investigation and testing of condition. In such case the employee shall be transported by City personnel to the sample collection location and to his/her home. Employees with a negative drug test and/or alcohol test below 0.04 will be returned to duty if not otherwise in violation of this policy. Testing under this section may be for drugs or alcohol or both.

Reasonable Suspicion Testing. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; 2. A pattern of abnormal conduct or erratic behavior; 3. Conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking. The employee is responsible for notifying the City, within five (5) working days, of any drug-related conviction; 4. Information provided by reliable and/or credible sources or independently corroborated regarding an employee’s substance abuse; 5. Evidence that an employee had tampered with a previous drug test, and 6. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. The City representative must make a written record of the observations leading to a drug or alcohol test within twenty-four (24) hours of the observed behavior or before the test results are reported, whichever is earlier. Any employee who demonstrates job performance impairments consistent with reasonable suspicion characteristics shall be relieved of duty with pay pending an investigation and testing of condition. In such case the employee shall be transported by City personnel to the sample collection location and to his/her the employees’ home. Employees with a negative drug test and/or alcohol test below 0.04 .03 will be returned to duty if not otherwise in violation of this policy. Testing under this section may be for drugs or alcohol or both.

Reasonable Suspicion Testing. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; 2. A pattern of abnormal conduct or erratic behavior; 3. Conviction Arrest or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking. The employee is responsible for notifying the City, within five (5) working days, of any drug-related conviction; 4. Information provided by reliable and/or credible sources or independently corroborated regarding an employee’s substance abuse; 5. Evidence that an employee had tampered with a previous drug test, and 6. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. The City representative must make a written record of the observations leading to a drug or alcohol test within twenty-four (24) hours of the observed behavior or before the test results are reported, whichever is earlier. Any employee who demonstrates job performance impairments consistent with reasonable suspicion characteristics shall be relieved of duty with pay pending an investigation and testing of condition. In such case the employee shall be transported by City personnel to the sample collection location and to his/her home. Employees with a negative drug test and/or alcohol test below 0.04 will be returned to duty if not otherwise in violation of this policy. Testing under this section may be for drugs or alcohol or both.

Reasonable Suspicion Testing. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; 2. A pattern of abnormal conduct or erratic behavior; 3. Conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking. The employee is responsible for notifying the City, within five (5) working days, of any drug-related conviction; 4. Information provided by reliable and/or credible sources or independently corroborated regarding an employee’s substance abuse; 5. Evidence that an employee had tampered with a previous drug test, and 6. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. The City representative must make a written record of the observations leading to a drug or alcohol test within twenty-four (24) hours of the observed behavior or before the test results are reported, whichever is earlier. Any employee who demonstrates job performance impairments consistent with reasonable suspicion characteristics shall be relieved of duty with pay pending an investigation and testing of condition. In such case the employee shall be transported by City personnel to the sample collection location and to his/her home. Employees with a negative drug test and/or alcohol test below 0.04 will be returned to duty if not otherwise in violation of this policy. Testing under this section may be for drugs or alcohol or both.

Reasonable Suspicion Testing. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to: 1. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; 2. A pattern of abnormal conduct or erratic behavior; 3. Conviction Arrest or conviction for a drug or alcohol-alcohol related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking. The employee is responsible for notifying the City, within five (5) working days, of any drug-drug- related conviction;. 4. Information provided by reliable and/or credible sources or independently corroborated regarding an any employee’s 's substance abuse; 5. Evidence that an employee had tampered with a previous drug test, ; and 6. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. The City representative must make a written record of the observations leading to a drug or alcohol test within twenty-four (24) hours of the oft observed behavior or before the test results are reported, whichever is earlier. The City will attempt to provide a copy of this written record within a timely manner, not to exceed seventy-two (72) hours, within receipt of the report of the observed behavior or before the test results are reported. Testing under this section may be for drugs or alcohol or both. Any employee who demonstrates job performance impairments consistent with reasonable suspicion characteristics shall be relieved of duty with pay pending an investigation and testing of condition. In such case the employee shall be transported by City personnel to the sample collection location and to his/her home. Employees with a negative drug test and/or alcohol test below 0.04 will be returned to duty if not otherwise in violation of this policy. Testing under this section may be for drugs or alcohol or both.