TOXICOLOGY AND ALCOHOL TESTING. The County and Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department shall have the right to require Toxicology and Alcohol Testing as part of any provided physical examination. The Department shall also have the right and authority to require employees to submit to toxicology and alcohol testing designed to detect the presence of any controlled substance, narcotic drug, or alcohol. The Department agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion to believe that the employee is under the influence of such substances, suffers from substance or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, or Departmental Rules and Regulations regarding the use of such substances. It is further understood by the parties that the aforementioned authority to require that employees submit to such testing be approved by the concerned Division Director, or higher authority within the Department to ensure proper compliance with the terms of this Article. The results of such tests may result in appropriate disciplinary action, up to and including dismissal, in accordance with the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee refusal to submit to toxicology or alcohol testing in accordance with the provisions of this Article may result in disciplinary action up to and including dismissal, in accordance with the applicable provisions of the County Code, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employees reasonably believed to suffer from substance and/or alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section of the Human Resources Department or equivalent entity. However, voluntary participation in a substance or alcohol abuse program shall not preclude the Department from taking disciplinary action against the employee for violation of the Miami-Dade County Personnel Rules or Departmental Rules and Regulations.
TOXICOLOGY AND ALCOHOL TESTING. The Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, the PHT’s operations, the image of employees and the general health, welfare and safety of the employees, and the general public. The Employer shall have authority to require employees to submit to toxicology and alcohol testing designed to detect the presence of any controlled substance, narcotic drug, or alcohol. The Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable grounds to suspect that the employee is under the influence of such substances, suffers from substances or alcohol abuse, or is in violation of the Personnel Rules or Departmental Rules and Regulations regarding the use of such substances. Employees reasonably believed to suffer from substance abuse may be referred, at the department’s discretion, to the Employee Assistance Program. An employee who voluntarily seeks assistance for substance abuse may not be disciplined for seeking assistance. However, voluntary participation in a substance abuse program shall not preclude discipline for the employee should job performance or employee conduct issues arise. It is further understood by the parties that the aforementioned authority to require that employees submit to such testing be approved by a division director, or higher authority within the department to ensure proper compliance with the terms of this article. An employee, who is to be tested in accordance with the provisions of this article, will be permitted to make a phone call to the Union. This phone call shall not prevent, inhibit, or unreasonably delay the testing of such employee. The results of such test or the employees’ refusal to submit to toxicology or alcohol testing as provided for in this article, can result in appropriate disciplinary action in accordance with the applicable provision of the County Code, the Personnel Rules, Departmental Rules and Regulations and this Collective Bargaining Agreement. The parties agree that toxicology and alcohol testing are an acceptable part of regularly scheduled Employer required physical examinations.
TOXICOLOGY AND ALCOHOL TESTING. The County and the Association recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's operations, the image of County employees and the general health, welfare, and safety of the employees, and the general public.
TOXICOLOGY AND ALCOHOL TESTING. The PHT and the Union recognize that employee substance and alcohol abuse can have an adverse impact on the Public Health PHT’s operations, the image of employees, and the general health, welfare, and safety of the employees and the general public. Employees reasonably believed to suffer from substance abuse may be referred, at the PHT’s discretion, to the Employee Assistance Program. The PHT encourages and supports employees who voluntarily seek assistance for substance abuse. An employee who voluntarily seeks assistance for sub- stance abuse may not be issued corrective action for seeking assistance. However, voluntary participation in a substance abuse program shall not preclude corrective action for the employee should job performance or em- ployee conduct issues arise. It is further understood by the parties that the authority to require that em- ployees submit to such testing be approved by a Program Director, or higher authority within the GME Program, or the JHS/PHT Chief Physician Execu- tive or designee, to ensure proper compliance with the terms of this Article. The PHT shall have authority to require employees to submit to toxicolo- gy and alcohol testing designed to detect the presence of any controlled substance, narcotic drug, or alcohol. The PHT agrees that requiring em- ployees to submit to testing of this nature shall be limited to circumstances that indicate reasonable grounds to suspect that the employee is under the influence of such substances, suffers from substance or alcohol abuse, or is in violation of any PHT policies, practices and procedures pertaining to medication waste, documentation of medication administration, or use of automated dispensing cabinets. An employee who is to be tested in accordance with the provisions of this Ar- ticle will be permitted to make a phone call to the Union. This phone call shall not prevent, inhibit, or unreasonably delay the testing of such employee. The results of such tests, or the employee’s refusal to submit to toxicology or alcohol testing, as provided for in this Article, can result in corrective action, up to and including termination, and may result in reporting to the Florida Board of Medicine. The parties agree that toxicology and alcohol testing are an acceptable part of Public Health PHT required physical examinations.
TOXICOLOGY AND ALCOHOL TESTING. The Trust and the union recognize that employee substance and alcohol abuse can have an adverse impact on the Public Health Trust’s operations, the image of employees, and the general health, welfare, and safety of the employees and the general public. Employees reasonably believed to suffer from substance abuse may be referred, at the Trust’s discretion, to the Employee Assistance Program. An employee who voluntarily seeks assistance for substance abuse may not be disciplined for seeking assistance. However, voluntary participation in a substance abuse program shall not preclude discipline for the employee should job performance or employee conduct issues arise. It is further understood by the parties that the authority to require that employees submit to such testing be approved by a Chief of Service, or higher authority within the Trust, to ensure proper compliance with the terms of this Article. The Trust shall have authority to require employees to submit to toxicology and alcohol testing designed to detect the presence of any controlled substance, narcotic drug, or alcohol. The Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable grounds to suspect that the employee is under the influence of such substances, suffers from substance or alcohol abuse, or is in violation of the Trust Rules regarding the use of such substances. An employee who is to be tested in accordance with the provisions of this Article will be permitted to make a phone call to the union. This phone call shall not prevent, inhibit, or unreasonably delay the testing of such employee. The results of such tests, or the employee’s refusal to submit to toxicology or alcohol testing, as provided for in this Article, can result in appropriate disciplinary action in accordance with the applicable provisions of the Trust rules and this collective bargaining agreement. The parties agree that toxicology and alcohol testing are an acceptable part of Public Health Trust required physical examinations.
