Common use of Subsequent Incident(s) Clause in Contracts

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Reasonable Cause Record” which is attached to this agreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Behavior- Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Reasonable Cause Record” which is attached to this agreementAgreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations Human Resources the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Reasonable Cause Record” which is attached to this agreementAgreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations Human Resources the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Behavior- Reasonable Cause Record” which is attached to this agreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Reasonable Cause Record” which is attached to this agreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, 77 not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Behavior- Reasonable Cause Record” which is attached to this agreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations Human Resources the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.

Subsequent Incident(s). If an employee has received a Notice of Rights within the past 36 months and two trained administrators, using the “Observed Behavior-Behavior- Reasonable Cause Record” determine that there is reasonable suspicion the employee is at work with detectable levels of alcohol (.04 or above), illegal, or unauthorized drugs in his/her body, the Board shall direct the employee to submit to a test. The observation must be made by two trained administrators based on the “Observed Behavior-Reasonable Cause Record” which is attached to this agreement. Before the Board directs the employee to submit to a test, the Board will advise the employee of his/her right to Association representation. The unavailability of a particular Association representative will not delay the testing process. In unusual circumstances (such as late night) a telephone contact with an Association representative will suffice. Upon being so directed, the employee must immediately cooperate and submit to the test. The individuals who make the determination of reasonable suspicion shall not conduct the test. The Board will transport the employee to the test site. At the time of the observation, or just after the observation, the trained administrators will each describe in writing the observations that led to the reasonable suspicion. However, not later than within one scheduled business day after the observation, the trained administrators will submit to Labor Relations Human Resources the “Observed Behavior-Reasonable Cause Record” and any other pertinent information concerning the basis for the reasonable suspicion.