Routine Fitness for Duty. The Employer will require a drug test any time an employee is referred to a physician or psychologist for a fitness for duty examination.
Routine Fitness for Duty. An employee will submit to a drug test if the test is conducted as a part of routinely scheduled employee fitness-for-duty medical examination that is part of the City’s established policy or that is scheduled routinely for all members of an employment classification or group, and approved as a prerequisite by the City.
Routine Fitness for Duty. 10 An employee shall submit to a drug test if the test is conducted as part of a 11 routinely scheduled employee fitness-for-duty medical examination that is 12 required for all members of an employment classification or group. When a 13 routinely scheduled employee fitness-for-duty medical exam is to be 14 included, it shall be subject to collective bargaining, unless such is 15 determined to be applicable to City employees by virtue of statutory or 16 regulatory requirements. 18 G. Additional Testing 19 20 Additional testing may also be conducted as required by applicable state or 21 federal laws, rules, or regulations, subject to Section I (Purpose) above.
Routine Fitness for Duty. 7 An employee shall submit to a drug test if the test is conducted as part of
Routine Fitness for Duty. An employee may be asked to submit to a drug or alcohol test as part of a routinely scheduled fitness for duty medical examination that is either part of this policy or that is scheduled routinely for all members of an employment classification or group. Random: Drug testing of employees is done without prior notice with equal probability of selection. Whenever an employee is selected for a random test, he or she will be notified of the selection and instructed to report to a collection site. Employees must comply with the instructions for reporting for testing. If an employee is traveling or away from the location site at the time of notification of testing, the employee must contact their local HR representative as soon as reasonably possible to make suitable arrangements for testing. In those states where the population of employees subject to random testing is limited by state law, the company will apply relevant state law in selecting employees for testing. Reasonable Suspicion: An employee may be required to submit to testing, as permitted by state law, when the company has a reasonable suspicion that an employee is or has used drugs or alcohol in violation of this Policy or a safety rule. Reasonable suspicion testing shall be based on specific and particular facts and reasonable inferences from those facts in light of experience. Examples of circumstances that may justify reasonable suspicion testing include, but are not limited to: o Reasonable suspicion that the employee uses or possesses, distributes or has attempted to distribute drugs or alcohol at the workplace in violation of this Policy or a safety rule. o The employee has been observed exhibiting physical symptoms, engaging in conduct, or behaving in a manner that is indicative of impairment from alcohol or drug use in the workplace in violation of this Policy or a safety rule.
