Substance Free Workplace Sample Clauses

Substance Free Workplace. The Company and the Union are mutually concerned about problems related to drug or alcohol abuse and agree to work together to deal with this problem as defined in the Substance Free Workplace Policy.
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Substance Free Workplace. The substance-free policy aims to ensure a safe and secure workplace and work community and to encourage employees to reduce their substance use. The substance-free policy aims to reduce the problematic use of intoxicants in particular and to promote the health of employees and maintain their ability to work. The parties emphasise the importance of substance abuse prevention, early personal contact and treatment counselling. Preventive intervention is part of occupational health and safety, and preventive intervention is not a disciplinary measure. The employer must have a substance abuse programme in place that has been discussed with employees as required by law. Working on board a vessel under the influence of alcohol and drugs significantly increases the risk of accidents and injuries, endangers the operation of the vessel and xxxxx the working community. This is why vessels operating in foreign traffic have a zero-tolerance policy for alcohol during working hours and an absolute zero- tolerance policy for drugs at all times during the working period. Any incident brought to the employer's attention where a crew member has been found to be under the influence of alcohol or drugs, either at the time of boarding a vessel or while on board a vessel, will be brought to the attention of the employer. The master of the vessel or a nurse designated by the master or, in the absence of a nurse, a member of the vessel's medical staff shall, if necessary, carry out the intoxication test referred to below to determine whether there has been a breach of the principles of non-intoxication. According to the collective agreement in force on board vessels operating under the Finnish flag, employees must perform their duties responsibly in accordance with the law and good seamanship. In addition, anyone working on board a vessel must maintain sobriety, good order and discipline and behave courteously. Care must be taken in the maintenance of the vessel and its condition. More detailed rules concerning the substance-free policy are as follows:
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Substance Free Workplace. The Company and the Union are mutually concerned about problems related to drug or alcohol abuse and agree to work together to deal with this problem as defined in the Substance Free Workplace Policy. No employee who comes forward and requests help in an alcohol and/or drug rehabilitation program will have his job security jeopardized providing the employee is not in violation of any other Company rules and regulations. The parties agree that every effort will be made to insure that such matters are treated with utmost confidentiality. The employee will be returned to his regular classification upon completion of an appropriate treatment program.
Sample 1
Substance Free Workplace. 12.1.1.1. The Association and the Employer declare their full and unequivocal support of a controlled substance free workplace. Both parties have an interest in providing a safe, secure and productive work environment free from alcohol and controlled substance abuse. 12.1.1.2. It is understood that reasonable suspicion determinations necessarily involve the exercise of discretion by management. Accordingly, the Association agrees that it will exercise prudence and caution prior to processing a grievance challenging the Employer’s testing on grounds of reasonable suspicion. The Employer will exercise prudence and caution when making reasonable suspicion determinations in accordance with the substance free workplace policy. 12.1.1.3. The parties agree that an effective controlled substance free workplace policy requires the support and cooperation of all employees. The Association agrees to advise all bargaining unit members that, under the terms of their licensure, they are required to report employees whom they suspect to be impaired. 12.1.1.4. The time restrictions provided in Section 10.11 of the parties’ Agreement shall not apply in the event that a nurse enters into a last chance agreement as a result of having violated the Employer’s substance free workplace policy.
Sample 1
Substance Free Workplace. The Union and the Employer agree that the workplace should be a drug free environment. To further that end the Parties agree that: • Desks, lockers, and other storage devices may be provided for the convenience of Employees but remains the sole property of our hospital partner. Accordingly, any agent or representative of HHS can inspect them when there is a reasonable suspicion to believe that the Employee is under the influence of alcohol or any illegal substance. • While on hospital property and while conducting business-related activities off property, no Employee may use, possess, distribute, sell, or be under the influence of alcohol or any illegal substance. Under the influence will be determined by either a blood test, urinalysis, or breath alcohol test. Drug testing will be done if there exists a reasonable suspicion that the Employee may be under the influence of alcohol or a controlled non-prescribed substance, as evidenced by observed behaviors including speech or body odor. • The Union will be notified that a drug test is being contemplated before the drug test is done, however, such notification shall not delay the required testing for more than fifteen (15) minutes. The legal use of prescribed drugs is permitted on the job only if it does not impair the Employee’s ability to perform the essential functions of the job effectively and in a safe manner nor will it endanger other individuals in the workplace. • Violations of this article may lead to disciplinary action, up to and including immediate termination of employer, and/or may require participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.
Sample 1
Substance Free Workplace. The Employer prohibits the unlawful manufacture, distribution, dispensation, possession, use or being under the influence of a controlled substance and/or alcohol during working hours on the Employers’ property or worksites. Employees must notify the Employer of any criminal drug statute conviction no later than five (5) days after such conviction. Smoking is prohibited within 20 feet of all doorways or vents.
Sample 1
Substance Free Workplace. The parties agree that the Employees covered under this Agreement shall be subject to QHC Policy B.4: SUBSTANCE ABUSE TESTING/FITNESS FOR DUTY, effective February 1, 2009 (the “Substance Abuse Policy”), as may be modified from time to time by the Hospital, a copy of which has been provided to the Union during negotiations, except as limited below. In the event the Hospital modifies the Substance Abuse Policy during the term of this Agreement, such modification shall be automatically applied to the Employees covered by this Agreement, contemporaneously with the other covered Hospital employees. Any modifications to Policy B.4 negotiated by other SEIU Local Unions at other QHC owned Hospitals shall be offered to this bargaining unit. -44- Year 1 Year 1 continued -45- Year 2 Year 2 continued -47- Year 3 Year 3 continued -00- 1. The employee regularly scheduled to work three (3) twelve-hour shifts per week shall be considered a full-time employee. 2. The workday will be twelve and one-half (12 ½) hours with one-half (1/2) hour unpaid meal break. 3. For overtime purposes, the employee will receive overtime pay for hours worked in excess of thirty- six (36) hours per calendar week or in excess of twelve (12) hours in a workday in accordance with Article 20 and overtime law. Education days and hours spent in meetings will not apply All hours worked by a full time employee on the consecutive days of 6,7, 8, 9, & 10 will be paid at time and one-half (1 ½) the employee’s regular base rate. 4. For shift differential purposes, the employee will receive the shift differential; based on where hours worked occur on the clock as specified in Article 25: Differentials. 5. Earned leave accrual shall be determined by the number of hours paid. 6. Twelve hour shift employees will not be routinely scheduled to work in excess of four days in a row except by mutual agreement between the employee and manager. A copy will be given to the union. Bargaining Unit Description The Hospital recognizes the Union as the Exclusive bargaining agent for all employees working at XxXxxxxx Willamette Medical Center in the following classifications: Cardiovascular Interventional Tech Maintenance Worker II Cardiovascular Tech II Materials Aide OR Cardiovascular Tech III Med Tech ASCP Cardiovascular Tech Lead Medical Tech ASCP Charge Cath Lab Asst Monitor Tech Central Scheduling Coordinator Monitor Tech Lead Certified Surgical Tech MRI Tech Charge CT Tech MRI Tech Charge Clerk Generalist Nuclear Me...
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Substance Free Workplace 
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Related to Substance Free Workplace

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Drug Free Workplace Act The Contractor will assure a drug-free workplace in accordance with 45 CFR Part 76.

  • Substance Abuse The dangers and costs that alcohol and other chemical abuses can create in the electrical contracting industry in terms of safety and productivity are significant. The parties to this Agreement resolve to combat chemical abuse in any form and agree that, to be effective, programs to eliminate substance abuse and impairment should contain a strong rehabilitation component. The local parties recognize that the implementation of a drug and alcohol policy and program must be subject to all applicable federal, state, and local laws and regulations. Such policies and programs must also be administered in accordance with accepted scientific principles, and must incorporate procedural safeguards to ensure fairness in application and protection of legitimate interests of privacy and confidentiality. To provide a drug-free workforce for the Electrical Construction Industry, each IBEW local union and NECA chapter shall implement an area-wide Substance Abuse Testing Policy. The policy shall include minimum standards as required by the IBEW and NECA. Should any of the required minimum standards fail to comply with federal, state, and/or local laws and regulations, they shall be modified by the local union and chapter to meet the requirements of those laws and regulations.

  • DRUG-FREE WORKPLACE FORM The Drug-Free Workplace Form is attached and shall be completed and submitted with your bid.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • SUBSTANCE ABUSE POLICY See applicable administrative policy.

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