Common use of Reasonable Suspicion Testing Clause in Contracts

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana or controlled substances may be directed by the Employer for any employee when there is reason to suspect that alcohol, marijuana or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicion.

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana alcohol or controlled substances may be directed by the Employer for any employee when there is reason to suspect that alcohol, marijuana alcohol or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicion.

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana or controlled substances Employees may be directed by the Employer for any employee subject to drug and alcohol testing when there is reason to suspect a belief based on objective facts that alcohol, marijuana drug or controlled substance usage may be alcohol use is adversely affecting the employee’s job performance or their ability to safely and effectively perform their job. Examples of conduct that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the constitute reasonable suspicion.suspicion include, but are not limited to:

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana alcohol or controlled substances may be directed by the Employer for any employee when there is reason to suspect that alcohol, marijuana alcohol or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or othersanother. Specific objective grounds must be stated in writing that support the reasonable suspicion.. Examples of specific objective grounds may include:

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana or other controlled substances may be directed by the Employer University for any employee when there is reason to suspect that alcohol, marijuana or other controlled substance usage use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicionanother.

Reasonable Suspicion Testing. A. 1. Drug/alcohol testing may be conducted on employees upon “Reasonable Suspicion”. Reasonable suspicion testing for alcohol, marijuana that an employee used or is using a controlled substances substance or alcohol in an unlawful or abusive manner may be directed by the Employer for any employee when there is reason to suspect that alcoholbased upon, marijuana or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicion.but not limited to:

Reasonable Suspicion Testing. A. ‌ Reasonable suspicion testing for alcohol, marijuana alcohol or controlled substances may be directed by the Employer for any employee performing safety sensitive functions or any employee of the WSP and LCB when there is reason to suspect that alcohol, marijuana alcohol or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or othersanother. Specific objective grounds must be stated in writing that support the reasonable suspicion.

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana or controlled substances may be directed by the Employer for any employee when there is reason to suspect that alcohol, marijuana or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicion.suspicion.‌

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol, marijuana alcohol or controlled substance usage use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicionanother.

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana alcohol or controlled substances may be directed by the Employer for any employee performing safety sensitive functions or any employee of the WSP and LCB when there is reason to suspect that alcohol, marijuana alcohol or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or othersanother. Specific objective grounds must be stated in writing that support the reasonable suspicion.

Reasonable Suspicion Testing. A. An employee is subject to drug and/or alcohol testing when the employee reports to work, operates or uses Department equipment, or takes police action and there is reasonable suspicion that the employee is under the influence or impaired by alcohol or drugs. Reasonable suspicion testing for alcoholtesting, marijuana whether during business hours or controlled substances may on an on-call basis, will be directed conducted by the Employer for any employee when there CorpOHS. “Reasonable suspicion” is reason a belief based on objective and articulable facts sufficient to lead a prudent supervisor to suspect that alcohol, marijuana the person is using alcohol or controlled substance usage illegal drugs. Reasonable suspicion may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicion.based upon, among other things:

Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana marijuana, illegal drugs, or controlled substances may be directed by the Employer College for any employee when there is reason to suspect that alcohol, marijuana marijuana, illegal drugs, or controlled substance usage may be use is adversely affecting the employee’s job performance or that the employee may present presents a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicionanother.