Site Access Testing and Dispatch Conditions Clause Samples
The "Site Access Testing and Dispatch Conditions" clause defines the requirements and procedures for accessing a project site, conducting necessary tests, and meeting conditions for dispatching equipment or services. Typically, this clause outlines the protocols for when and how personnel may enter the site, the standards or approvals required before testing can begin, and the criteria that must be satisfied before equipment or systems are put into operation or dispatched. For example, it may specify that certain safety checks or regulatory approvals must be completed prior to site entry or system activation. The core function of this clause is to ensure that all site activities are conducted safely, efficiently, and in compliance with contractual and regulatory requirements, thereby minimizing risks and preventing unauthorized or unsafe operations.
Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test.
Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer will be required to provide notice to the union within two business days from the date they become aware of the results. The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired by the employer. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT).
Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. The employer, upon request from an employee or former employee, will provide the confidential written report issued pursuant to 4.9 of the Canadian Model in respect to that employee or former employee. In the event that an individual’s collection is determined to be incomplete or a refusal, with the consent and authorization of the individual, the Union shall, upon request, be promptly provided with the information documented pursuant to sections II (10) and/or III (11) of Appendix A of the Canadian Model. Any drug testing required by the employer pursuant to 4.4, 4.5 or 4.6 of the Canadian Model shall be conducted by oral fluid testing in accordance with 4.8.2 of the Canadian Model.
Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section of the Canadiun Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section of the Canadian Model dated October will not be applicable to testing pursuant to section In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect such a positive test.
Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to an Employee dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, subject to the Referral for Case Managed Aftercare Letter of Understanding attached to this Collective Agreement, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer will be required to provide notice to the union within two business days from the date they become aware of the results. The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was hired by the employer. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT). Note: This principle does not apply to site transfers as that site access test occurs during the employment relationship.