Testing of Employees Sample Clauses

Testing of Employees a. Non-COL Employees: 1 . Reasonable Suspicion Testing: Employees will be tested w hen there is a reasonable suspicion that an employee is using or has used drugs or alcohol; the employee 's job performance is impacted; or other employees' safety and health are placed in danger.
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Testing of Employees. The Employer may test employees for drug use and alcohol abuse in accordance with the requirements of Connecticut State Law where the Employer has reasonable suspicion that an employee is under the influence of drugs or alcohol which adversely affects, or could adversely affect, such employee’s job performance. The Employer shall summon the union xxxxxxx to observe the Employee’s behavior. Indications of an Employee being under the influence of drugs or alcohol include the following: (a) Observable phenomena such as the direct observation of drug use or possession and / or physical symptoms of being under the influence of a drug or alcohol; (b) A pattern of abnormal conduct or erratic behavior including, but not limited to, frequent absenteeism or deteriorating work performance which is not readily attributable to other causes; (c) Newly discovered evidence that an Employee has tampered with a previous drug test; (d) Repeated or flagrant violation of the Employer’s safety code or regulations which is determined by a supervisor to pose a substantial risk of injury or property damage. A suspicion based solely on rumor, speculation, or unsubstantiated information of third parties shall not be considered reasonable.
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Testing of Employees. Employees may be asked to undergo a body fluids(*) test under the following circumstances: (a) As part of a jobsite massive drug screening. (b) Direct involvement in any type of accident. Accident testing will be performed in accordance with "Points of Understanding" paragraph 2. (c) When supervision has reason to suspect employee drug use or alcohol intoxication, testing will be accomplished in accordance with the provisions of Section IV, paragraph C, after a reasonable effort to contact Union Xxxxxxx or Business Representative prior to taking action.
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Testing of Employees. Reporting to duty or working with drugs present in the body or while under the influence of alcohol will result in termination. Testing may be required under the following circumstances, and where allowed by applicable state and local - When an employee is involved in an accident, during work hours or on company property, resulting in injuries requiring medical treatment off-site. - When the Company has reasonable cause and suspicion. Circumstances that could be indicators of a substance abuse problem and considered reasonable suspicion are:
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Testing of Employees a. Non-CDL Employees: 1. Reasonable Suspicion Testing: Employees will be tested when there is a reasonable suspicion that an employee is using or has used drugs or alcohol; the employee's job performance is impacted; or other employees safety and health are placed in danger. 2. Follow-up Testing: All employees who have been determined to have used drugs or alcohol and are permitted by the City to return to work will be subject to six (6) unannounced follow-up drug tests for a period of two (2) years following return to work. 3. Additional Testing: Additional testing may also be conducted as required by applicable State or Federal laws, rules or regulations. 4. Following any vehicular or industrial accident or serious safety incident occurring on duty pursuant to Chapter 440 of the Florida Statues, shall be tested for drugs and/or alcohol.
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Testing of Employees 
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Related to Testing of Employees

  • Hiring of Employees Company and Shareholders shall cooperate with all requests made by Pentegra for the purpose of allowing Pentegra to hire those non-dentist employees of Company designated by Pentegra, such employment to be effective as of the Closing Date. Notwithstanding the above, Company and Shareholders shall remain liable under any Company Plans for any claims incurred by any employees or their spouses or dependents, and for all compensation, bonuses, benefits and other such items and other liabilities related to Company's employees incurred by Company prior to the Closing Date.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • Compensation of Employees Compensate its employees for services rendered at an hourly rate at least equal to the minimum hourly rate prescribed by any applicable federal or state law or regulation.

  • Non-Recruitment of Employees During the Restricted Period, Executive will not, directly or indirectly, solicit, recruit or induce any Employee to (i) terminate his or her employment relationship with the Company or any of its Subsidiaries or (ii) work for any other person or entity engaged in the Business.

  • Status of Employees The employees involved in a job sharing arrangement will be classified as regular part-time and will be covered by the provisions of the applicable Collective Agreement.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

  • List of Employees The Union shall be provided quarterly via compact disc a current list of names, employee numbers, classifications, addresses, home telephone numbers, work locations, hourly rate, status (regular, substitute, temporary) and social security numbers of all employees covered by this Agreement. This list will also include all employees newly hired into the bargaining unit during the preceding quarter and all bargaining unit employees who have separated from the District during the preceding quarter.

  • Removal of Employees City may request Contractor immediately remove from assignment to the City any employee found unfit to perform duties at the City. Contractor shall comply with all such requests.

  • Termination of Employees Agent may in its discretion stop using any Retained Employee at any time during the Sale, subject to the conditions provided for herein. In the event that Agent desires to cease using any Retained Employee, Agent shall notify Merchant at least seven (7) days prior thereto, so that Merchant may coordinate the termination of such employee; provided, however, that, in the event that Agent determines to cease using an employee “for cause” (which shall consist of dishonesty, fraud or breach of employee duties), the seven (7) day notice period shall not apply, provided further, however, that Agent shall immediately notify Merchant of the basis for such “cause” so that Merchant can arrange for termination of such employee. From and after the date of this Agreement and until the Sale Termination Date, Merchant shall not transfer or dismiss Retained Employees except “for cause” without Agent’s prior consent. Notwithstanding the foregoing, Agent shall not have the right to terminate the actual employment of any Retained Employee, but rather may only cease using such employee in the Sale and paying any Expenses with respect to such employee.

  • Number of Employees The Union and the Employer agree that no more than one (1) position in each program shall be covered by a Job Sharing Agreement at any one time. No more than two (2) employees may share one (1) full-time position. The position being shared shall remain a regular full-time position within the bargaining unit.

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