Testing for Cause. Employees may be asked to submit to a test if cause exists to indicate that their health or ability to perform work may be impaired. Factors that would establish cause include, but are not limited to: physical evidence of illicit substances, patterns of erratic or abnormal behavior, disorientation or confusion, inability to complete routine tasks, sudden change in work performance, repeated failure to follow instructions or work procedures, violation of safety policy, failure to follow safe work practices, conviction for a drug-related offense, etc.
Testing for Cause. Each employee will receive the District’s definition of “just cause”. For ongoing documentation of job performance, the documentation must be reviewed by the principals/manager’s supervisor before employee is asked to submit to testing.
Testing for Cause. Employees may be required to submit to drug and/or alcohol testing at a laboratory chosen by The City of Wickliffe third party administrator, if there is cause for reasonable suspicion of substance abuse and/or after a work related accident warranting such testing. Employees who refuse substance abuse testing under these circumstances, or having adulterated samples will be disciplined - up to and including discharge.
Testing for Cause. All employees may be tested for cause under the following situations:
A. A reasonable suspicion exists that the employee appears to be under the influence of illegal drugs or substances and/or alcohol.
B. An employee incurs a work-related injury or illness which requires medical treatment or following a serious accident or incident in which safety precautions were violated, unusually careless acts were performed, or severe property damage was incurred. Continued screening in these circumstances will include a urine screen for illegal drugs and substances and may include an alcohol screen. Chemi-Trol Chemical Company agrees to pay prevailing wage rates and fringe benefits in areas where the wage rates have been stipulated in the contracts between Chemi-Trol Chemical Company and their customers. All fringe benefits will be paid directly to seasonal employees weekly. No time and a half will be paid on fringe benefits.
Testing for Cause. Employees may be asked to submit to a test if cause exists to indicate that their health or ability to perform work may be impaired. Factors that would establish cause include, but are not limited to: • Xxxxxx change in work performance. • Repeated failure to follow instructions or work procedures. • Violation of safety policy, or failure to follow safe work practices. • Being involved in a preventable accident. • Negligence or carelessness. • Discovery of drugs or alcohol in employee’s possession. • Odor of alcohol or marijuana on the employee. • Unexplained and/or frequent absenteeism. • Unusual, irrational, or erratic behavior. • Arrested for a drug-related crime.
Testing for Cause. All members of the bargaining unit shall be subject to testing for cause. Cause shall be “tenable inference” as defined in the City’s Substance Abuse Policy. Any member who demonstrates a tenable inference that they are at that time in violation of any of the provision of the City Substance Policy may be subject to an immediate appropriate substance abuse test. The member’s immediate supervisor, department head, acting department head, and a person acting in their stead, the City Manager, or the Human Resource Director may order the testing. Any member who refuses to submit to an immediate appropriate substance abuse testing when ordered by an appropriate official as listed above shall be indefinitely suspended. If the member so indefinitely suspended appeals the indefinite suspension and on appeal it is determined an order for testing was issued, and the member refused to obey such order, and the person giving such orders was justified in forming the tenable inference as defined herein, the indefinite suspension shall be upheld and the member may not be rehired by the City of Kingsville for a period of one year.
Testing for Cause. (A) Drug and/or alcohol testing may be conducted on an employee if the City has reasonable suspicion, he/she maybe under the influence of drugs or alcohol, including, but not limited to, the following circumstances:
(1) Observation of drugs or alcohol on or about the employee’s person or in the employee’s vicinity.
(2) Observation of employee’s conduct which suggests he/she is under the influence of drugs or alcohol.
(3) Receipt of a report of drug or alcohol use by an employee while at work.
(4) Information an employee has tampered with drug or alcohol testing at any time.
(5) Negative job performance patterns by the employee.
(6) Excessive or unexplained absenteeism or tardiness.
(B) The supervisor will inform employee, in writing, of the reason for the test.
(1) A written record of the situation leading to the drug or alcohol test will be created and signed by the supervisor(s) within 24 hours of the event.
(2) A copy of the report will be forwarded to the Human Resources Department.
(C) The employee involved must stop work immediately and will be transported as soon as possible to the designated testing facility by a management/supervisory employee.
(1) The employee will not be allowed back to work until the results of the test are known.
Testing for Cause. All employees may be tested for cause when a reasonable suspicion exists that the employee appears to be under the influence of illegal drugs or substances and/or alcohol.
Testing for Cause. Any Employee may be required to submit to inunediate testing for cause. This testing will be unannounced and is not limited as to time or number. The Supervisor is required to provide to the tested Employee the basis for cause. The term "cause" is to be liberally construed on behalf of management. Physical symptoms or characteristics of drug/alcohol usage, physical evidence, or information from known or anonymous sources may all be used to justify the finding of cause. Drug testing will be initiated by the Supervisor. Testing will occur while the Employee is on duty except if there is an indication of drug abuse while off duty the Employee may be ordered to report for duty immediately and subsequently ordered to submit to testing. Once an Employee is ordered to submit to testing the assigned Supervisor will remain in continuous visual contact with the Employee and the testing will be accomplished with all due haste. Prior to testing a pre-test drug screening form will be completed by the tested Employee. This form will indicate any drugs, substances, or medical conditions which might account for a positive drug test. This form will be signed by the Employee and Supervisor. A urine, blood, and/or hair specimen (sample) will be taken from the Employee under the supervision of a medical laboratory supervisor or physician. The assigned supervisor, physician, or supervising member of management will remain in visual contact with the Employee and witness the producing of the sample to ensure the sample is the Employee's and is not tampered with. Ifneeded, the Employee will be given a reasonable amount of water to aid in urination. Ifnecessary the Employee will be given extra time to produce a urine sample, however if a sample is not given within four (4) hours it will be considered a refusal to submit to this form of testing. Collection, labeling, testing, storage, and chain of evidence of the sample will be managed by the facility and/or physician responsible for sample collection and any testing facility where the sample may be sent. The testing facility will be certified by the National Institute on Drug Abuse (NIDA). Standard guidelines provide that a part of the sample submitted be kept in reserve. Inthe case of a positive test result, the Employee may request a sample of this reserve to have it independently tested. Employees tested will be informed of the results of the testing as soon aspossible.
Testing for Cause. Any officer may be required to submit to immediate testing for cause. This testing will be unannounced and is not limited as to time or number. The Chief of Police is required to provide to the tested officer the basis for cause. The term "cause" is to be liberally construed on behalf of management. Physical symptoms or characteristics of drug/alcohol usage, physical evidence, or information from known or anonymous sources may all be used to justify the finding of cause.
