Common use of Specimen Testing Procedures Clause in Contracts

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, is to be used with the af- fected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s privacy. No unauthorized personnel will be allowed in any area of the test- ing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- ees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ily. Testing will be under the direct observation of a BAT. All pro- cedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition has, or with a high degree of probability, could have preclud- ed the employee from providing an adequate amount of breath, the employee’s failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer City agrees to implement a “Specimen Testing Checklist”. .” The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, checklist is to be used with the af- fected affected employees at the testing site by the person performing the testing for the EmployerCity. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer City agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer City agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources managerCity. If an employee is unsuccessful in providing the requisite amount of breath, the Employer City then must have the employee obtain, within five (5) business daysas soon as practical, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues City concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “"Specimen Testing Checklist”". The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or his/her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer City agrees to implement a “the Specimen Testing Checklist”. The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, checklist is to be used with the af- fected employees affected employee at the testing site by the person performing the testing services for the EmployerCity. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures All procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s the employee's privacy. No unauthorized personnel will shall be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will shall be conducted at a time. The employee will shall provide his or her specimen in a location that allows for privacy. The Employer City agrees to recognize all employ- ees’ rights the employee's right to privacy while being subjected to the testing process at all times and at all testing sites. Further Further, the Employer City agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure ensure that the entire process does nothing to demean, embarrass embarrass, or offend the employees unnecessar- ilyemployee unnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual employee is unable to provide a sufficient amount of breath, the BAT shall direct the individual employee to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources managerCity. If an employee is unsuccessful in providing the requisite amount of breath, the Employer City then must have the employee obtain, within five (5) business daysas soon as practical, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues City concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “"Specimen Testing Checklist”". The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer City agrees to implement a “Specimen Testing Checklist”. .” The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, checklist is to be used with the af- fected affected employees at the testing site by the person performing the testing for the EmployerCity. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer City agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer City agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources managerCity. If an employee is unsuccessful in providing the requisite amount of breath, the Employer City then must have the employee obtain, within five (5) business daysas soon as practical, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues City concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. The checklist, approved ap proved by the UPSFUPS/Union UPSF IBT Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor , nor does it prohibit an employee’s recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one ({1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- ees’ employee’s rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances circumstanc es the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedu res shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the TPA, District Safety and Health manager or Human Resources Res ources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, as soon as practical within five (5) business days, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition has, condition has or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide provid e a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. Check- list.” The checklist, approved by the UPSFUPS/Union UPSF IBT Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit prohib- it an employee’s recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation Transpor- tation guidelines to ensure an individual’s privacy. No unauthorized personnel will be allowed in any area of the test- ing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- ees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ily. Testing will be under the direct observation of a BAT. All pro- cedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide pro- vide a complete sample. If the employee fails for any reason to provide pro- vide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condi- tion has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s recourse to the collective bargaining bar- gaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s privacy. No unauthorized personnel will be allowed in any area of the test- ing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- ees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ily. Testing will be under the direct observation of a BAT. All pro- cedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condi- tion has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s recourse to the collective bargaining agreement and/or and/ or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation Transpor- tation guidelines to ensure an individual’s privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or his/her specimen in a location that allows al- lows for privacy. The Employer agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ily. Testing will be under the direct observation of a BAT. All pro- cedures proce- dures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt at- tempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources Re- sources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condi- tion has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employeeem- ployee’s failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer City agrees to implement a “"Specimen Testing Checklist”". The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, checklist is to be used with the af- fected affected employees at the testing site by the person performing the testing for the EmployerCity. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer City agrees to recognize all employ- ees’ employee's rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer City agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources managerCity. If an employee is unsuccessful in providing the requisite amount of breath, the Employer City then must have the employee obtain, within five (5) business daysas soon as practical, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues City concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer City agrees to implement a “Specimen Testing Checklist”. .” The checklist, approved by the UPSF/Union UPSF Safety and Health Committee, checklist is to be used with the af- fected affected employees at the testing site by the person performing the testing for the EmployerCity. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her their specimen in a location that allows for privacy. The Employer City agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer City agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources managerCity. If an employee is unsuccessful in providing the requisite amount of breath, the Employer City then must have the employee obtain, within five (5) business daysas soon as practical, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues City concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “"Specimen Testing Checklist”". The checklist, approved by the UPSF/Union UPSF UPSTFF /Union UPSTFF Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s 's recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s 's privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or his/her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- eesemployees’ rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s 's dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues concerning the employee’s 's medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s 's failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. The checklist, approved by the UPSFUPS/Union UPSF IBT Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- ees’ employee’s rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen chosen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition condition has, or with a high degree of probability, could have preclud- ed precluded the employee from providing an adequate amount of breath, the employee’s failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee employee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.

Specimen Testing Procedures. The Employer agrees to implement a “Specimen Testing Checklist”. The checklist, approved by the UPSFUPS/Union UPSF IBT Safety and Health Committee, is to be used with the af- fected affected employees at the testing site by the person performing the testing for the Employer. The checklist is to be used at all locations, but it is understood that failure to use or the refusal to use the checklist does not invalidate a properly conducted alcohol testing procedure. Nor does it prohibit an employee’s recourse to the collective bargaining agreement and/or the grievance procedure. Procedures for alcohol testing will follow Department of Transportation guidelines to ensure an individual’s privacy. No unauthorized personnel will be allowed in any area of the test- ing testing site. Only one (1) alcohol testing procedure will be conducted at a time. The employee will provide his or her specimen in a location that allows for privacy. The Employer agrees to recognize all employ- ees’ employee’s rights to privacy while being subjected to the testing process at all times and at all testing sites. Further the Employer agrees that in all circumstances the employee’s dignity will be considered and all necessary steps will be taken to insure that the entire process does nothing to demean, embarrass or offend the employees unnecessar- ilyunnecessarily. Testing will be under the direct observation of a BAT. All pro- cedures procedures shall be conducted in a professional, discreet and objective manner. Direct observation will be necessary in all cases. The employee shall provide an adequate amount of breath for the EBT device. If the individual is unable to provide a sufficient amount of breath, the BAT shall direct the individual to again attempt to provide a complete sample. If the employee fails for any reason to provide the requisite amount of breath, the BAT shall con- tact contact the District Safety and Health manager or Human Resources manager. If an employee is unsuccessful in providing the requisite amount of breath, the Employer then must have the employee obtain, within five (5) business days, an evaluation from a licensed physician cho- sen by the Employer who has the expertise in the medical issues concerning the employee’s medical ability to provide an adequate amount of breath. If the physician determines that a medical con- dition has, or with a high degree of probability, could have preclud- ed the employee from providing an adequate amount of breath, the employee’s failure to provide an adequate amount of breath will not be deemed a refusal to take the test. If the physician is unable to make a determination that the employ- ee was medically unable to provide a sufficient amount of breath, the employee will be regarded as refusing to take the test. The BAT shall document any unusual behavior or appearance on the alcohol testing form.TENTATIVE AGREEMENT