Common use of Reasonable Suspicion Testing Clause in Contracts

Reasonable Suspicion Testing. All Employees Performing Safety-Sensitive Functions, and All University Employees in Bargaining Units B and E A. Reasonable suspicion testing for alcohol, marijuana or other controlled substances may be directed by the University for any employee performing safety-sensitive functions or any employee of the University in bargaining units B and E when there is reason to suspect that alcohol, marijuana or other controlled substance 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 another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with marijuana, other controlled substance and/or alcohol use; 2. Evidence or observation of marijuana, other controlled substance or alcohol use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects marijuana, other controlled substance/alcohol use may have been a factor.

Reasonable Suspicion Testing. All Employees Performing Safety-Safety- Sensitive Functions, and All University Employees in Bargaining Units B all Department of Transportation, and EWashington State Patrol Employees A. 1. Reasonable suspicion testing for alcohol, marijuana or other controlled substances may be directed by the University Employer for any employee performing safety-sensitive functions or any employee of the University in bargaining units B and E Department of Transportation or Washington State Patrol when there is reason to suspect that alcohol, marijuana or other controlled substance 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 another. B. 2. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include may include, but are not limited to: 1. a. Physical symptoms consistent with marijuanacontrolled substance, other controlled substance marijuana and/or alcohol use; 2. b. Evidence or observation of marijuanacontrolled substance, other controlled substance marijuana or alcohol use, possession, sale, or delivery; or 3. c. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects marijuana, other controlled substance/, marijuana and/or alcohol use may have been a factor.

Reasonable Suspicion Testing. All Employees Performing Safety-Sensitive Functions, and All University Employees in Bargaining Units B all Department of Transportation, and EWashington State Patrol Employees‌ A. Reasonable suspicion testing for alcohol, marijuana or other controlled substances may be directed by the University Employer for any employee performing safety-sensitive functions or any employee of the University in bargaining units B and E Department of Transportation or Washington State Patrol when there is reason to suspect that alcohol, marijuana or other controlled substance 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 another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include may include, but are not limited to: 1. Physical symptoms consistent with marijuanacontrolled substance, other controlled substance marijuana and/or alcohol use; 2. Evidence or observation of marijuanacontrolled substance, other controlled substance marijuana or alcohol use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects marijuana, other controlled substance/, marijuana and/or alcohol use may have been a factor.

Reasonable Suspicion Testing. All Employees Performing Safety-Sensitive Functions, and All University Employees in Bargaining Units B and E A. Reasonable suspicion testing for alcohol, marijuana alcohol or other controlled substances may be directed by the University for any employee performing safety-sensitive functions or any employee of the University in bargaining units B and E when there is reason to suspect that alcohol, marijuana alcohol or other controlled substance 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 another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with marijuana, other controlled substance and/or alcohol use; 2. Evidence or observation of marijuana, other controlled substance or alcohol use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects marijuana, other controlled substance/alcohol use may have been a factor.

Reasonable Suspicion Testing. All Employees Performing Safety-Sensitive Functions, and All University Employees in Bargaining Units B all Department of Transportation, and EWashington State Patrol Employees‌ A. Reasonable suspicion testing for alcohol, marijuana or other controlled substances may be directed by the University Employer for any employee performing safety-sensitive functions or any employee of the University in bargaining units B and E Department of Transportation or Washington State Patrol when there is reason to suspect that alcohol, . marijuana or other controlled substance 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 another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include may include, but are not limited to: 1. Physical symptoms consistent with marijuanacontrolled substance, other controlled substance marijuana and/or alcohol use; 2. Evidence or observation of marijuanacontrolled substance, other controlled substance marijuana or alcohol use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects marijuana, other controlled substance/, marijuana and/or alcohol use may have been a factor.