Common use of Reasonable Suspicion Tests Clause in Contracts

Reasonable Suspicion Tests. Any qualified supervisor or District Administrator who has reasonable suspicion to believe that an Employee has violated the Alcohol or Drug prohibitions of the District shall require the Employee to submit to the appropriate testing. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the Employee. The observations may include indications of the chronic and/or withdrawal effect of Drugs or Alcohol. Alcohol testing is authorized for reasonable suspicion only if the required observations are made just before, during or just after the period of the Employee’s work assignment. An Alcohol test may not be conducted by the person who determines reasonable suspicion exists to conduct such a test. If an Alcohol test is not administered within two (2) hours of a determination of reasonable suspicion, the District shall prepare and maintain a record explaining why this was not done. Attempts to conduct Alcohol tests shall terminate after eight (8) hours, and the District will state in the record the reasons for not administering the test. Drug testing shall include documentation by a supervisor or District administrator who makes a finding of reasonable suspicion. He or she shall create a written record of his or her findings leading to a reasonable suspicion Drug test within twenty-four (24) hours of the observed behavior or before the results of the test are released, whichever is earlier. When an Employee is required to perform a Drug or Alcohol Test off-site under this Section, the District shall provide transportation for the Employee to and from the testing facility.

Reasonable Suspicion Tests. This Section shall apply to all Workforce Employees. Any qualified supervisor or District Administrator who has reasonable suspicion to believe that an Employee has violated the Alcohol or Drug prohibitions of the District shall require the Employee to submit to the appropriate testing. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the Employee. The observations may include indications of the chronic and/or withdrawal effect of Drugs or Alcohol. Alcohol testing is authorized for reasonable suspicion only if the required observations are made just before, during or just made: (1) before the employee’s work day but after the period of employee has arrived for work; (2) during the Employeeemployee’s work assignmentworkday; or, (3) after the employee’s workday but before the employee has left the District’s property. An Alcohol test may not be conducted by the person who determines reasonable suspicion exists to conduct such a test. If an Alcohol test is not administered within two (2) hours of a determination of reasonable suspicion, the District shall prepare and maintain a record explaining why this was not done. Attempts to conduct Alcohol tests shall terminate after eight (8) hours, and the District will state in the record the reasons for not administering the test. Drug testing shall include documentation by a qualified supervisor or District administrator who makes a finding of reasonable suspicion. He or she shall create a written record of his or her findings observations leading to a reasonable suspicion Drug test within twenty-four (24) hours of the observed behavior or before the results of the test are released, whichever is earlier. When an Employee is required to perform a Drug or Alcohol Test off-site under this Section, the District shall provide transportation for the Employee to and from the testing facility.

Reasonable Suspicion Tests. Any qualified supervisor or District Administrator who Tests shall be conducted when the Superintendent has reasonable suspicion to believe that an Employee employee has violated the Alcohol district’s alcohol or Drug prohibitions of the District shall require the Employee to submit to the appropriate testingcontrolled substance prohibitions. Reasonable This reasonable suspicion must be based on specific, specific contemporaneous, articulable observations concerning the employee’s appearance, behavior, speech speech, or body odors of odors. With respect to controlled substances, the Employee. The observations may include indications of the chronic and/or and withdrawal effect effects of Drugs or Alcoholcontrolled substances. Alcohol testing is tests are authorized for reasonable suspicion only if the required observations are made during, just before, during or just after the period of the Employee’s work assignmentworkday when the employee must comply with alcohol prohibitions. An Alcohol alcohol test may not be conducted by the same person who determines that reasonable suspicion exists to conduct such a test. If an Alcohol alcohol test is not administered within two (2) hours of a determination of reasonable suspicion, the District district shall prepare and maintain a record explaining why this was not done. Attempts to conduct Alcohol alcohol tests shall terminate after eight (8) hours. Even if a test cannot be conducted within eight (8) hours, and the District will state in district has the record the reasons for not administering the testright to remove an employee whose appearance gives rise to a “reasonable suspicion” from duties until a negative test is obtained or twenty-four (24) hours has elapsed. Drug testing shall include documentation by a supervisor or District administrator The Superintendent who makes observations leading to a finding of controlled substance reasonable suspicion. He or she suspicion test shall create make a written record of his or his/her findings leading to a reasonable suspicion Drug test observations within twenty-four (24) hours of the observed behavior or before the results of the drug test are released, whichever is earlier. When All negative reasonable suspicion tests shall be paid for by the school district. Employees shall pay for all positive tests. In addition, attendance at an Employee is required to perform a Drug or Alcohol Test off-site under this Section, the District approved chemical abuse program as described for positive random testing shall provide transportation be required. Consequences as explained for the Employee to and from the positive random testing facilityshall apply in these cases.

Reasonable Suspicion Tests. This Section shall apply to all Employees covered by this Agreement. Any qualified supervisor or District Administrator who has reasonable suspicion to believe that an Employee has violated the Alcohol or Drug prohibitions of the District shall require the Employee to submit to the appropriate testing. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the Employee. The observations may include indications of the chronic and/or withdrawal effect of Drugs or Alcohol. Alcohol testing is authorized for reasonable suspicion only if the required observations are made just before, during or just after the period of the Employee’s work assignmentday when the Employee must comply with Alcohol prohibitions. An Alcohol test may not be conducted by the person who determines reasonable suspicion exists to conduct such a test. If an Alcohol test is not administered within two (2) hours of a determination of reasonable suspicion, the District shall prepare and maintain a record explaining why this was not done. Attempts to conduct Alcohol tests shall terminate after eight (8) hours, and the District will state in the record the reasons for not administering the test. Drug testing shall include documentation by a qualified supervisor or District administrator who makes a finding of reasonable suspicion. He or she shall create and sign a written record of his or her findings observations leading to a reasonable suspicion Drug test within twenty-four (24) hours of the observed behavior or before the results of the test are released, whichever is earlier. When an Employee is required to perform a Drug or Alcohol Test off-site under this Section, the District shall provide transportation for the Employee to and from the testing facility.