Common use of TOXICOLOGY AND ALCOHOL TESTING Clause in Contracts

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 County and the 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 Administrative Orders, Implementing Orders, 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 's discretion, to the Employee Support Services Section of the Human Resources Department or equivalent entity(ESS) Program. 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 Administrative Orders, Implementing Orders, Miami-Dade County Personnel Rules or Departmental Rules and Regulations.

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 or Agency’s operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Departments or Agencies shall have the right to require Toxicology and Alcohol Testing as part of any provided physical examination. The Department Department(s) or Agency(ies) 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 department(s) or agencies agree 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 or Agency 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 or Agency 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 or Agency 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 or Agency Rules and Regulations. Employees reasonably believed to suffer from substance and/or alcohol abuse may be referred at the Departmentdepartment’s or agency’s discretion, to the Employee Support Services Section of the Human Resources Department or equivalent entityServices. However, voluntary participation in a substance or alcohol abuse program shall not preclude the Department or Agency from taking disciplinary action against the employee for violation of the Miami-Dade County Personnel Rules or Departmental or Agency Rules and Regulations.

TOXICOLOGY AND ALCOHOL TESTING. The County and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Departmentdepartment's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department departments shall have the right to require Toxicology and Alcohol Testing as part of any provided physical examination. The Department department(s) 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 department(s) agree 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 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 Miami-Dade County Code, the Miami-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 Departmentdepartment’s discretion, to the Employee Support Services Section of the Human Resources Department or equivalent entityAssistance Program. However, voluntary participation in a substance or alcohol abuse program shall not preclude the Department department from taking disciplinary action against the employee for violation violations of the Miami-Dade County Personnel Rules or Departmental Rules and Regulations.

TOXICOLOGY AND ALCOHOL TESTING. The County and Union 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. The Department Department(s) 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 Department(s) agree that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect 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, 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 Support Services Section or the County's Substance Abuse Professional. 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 equivalent position as determined by the concerned Division DirectorCounty, 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 provision of this article, will be permitted to make a phone call to the Association. This phone call shall not prevent, inhibit, or unreasonably delay the testing of such employee. The results of such tests may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed The parties agree that toxicology and alcohol testing are an acceptable part of regularly scheduled County required physical examinations. The Association agrees that the County may institute procedures to suffer from substance and/or alcohol abuse may be referred at comply with rules and regulations promulgated by the Department’s discretionFederal Transit Administration and, to or, 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 RegulationsFederal Highway Administration.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Departmentthe PHT's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, personnel rules or Departmental Rules departmental rules and Regulations 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County and Union 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. The Department Department(s) 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 Department(s) agree that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect 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, 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 Support Services Section or the County's Substance Abuse Professional. 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 the concerned 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 provision of this article, will be permitted to make a phone call to the Association. This phone call shall not prevent, inhibit, or unreasonably delay the testing of such employee. The results of such tests may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed The parties agree that toxicology and alcohol testing are an acceptable part of regularly scheduled County required physical examinations. The Association agrees that the County may institute procedures to suffer from substance and/or alcohol abuse may be referred at comply with rules and regulations promulgated by the Department’s discretionFederal Transit Administration and, to or, 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 RegulationsFederal Highway Administration.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Departmentthe PHT's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Employer agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Departmentthe PHT's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Trust and Union the union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's the Public Health Trust’s operations, the image of County employees employees, and the general health, welfare welfare, and safety of the employees, 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 GME Program, or the JHS/PHT Chief Medical Officeror designee , to ensure proper compliance with the terms of this Article. The Department Trust 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 Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect 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 Trust Rules and Regulations regarding the use of such substances. It An employee who is further understood by to be tested in accordance with the parties that provisions of this Article will be permitted to make a phone call to the aforementioned authority to require that employees submit to such testing be approved by the concerned Division Directorunion. This phone call shall not prevent, inhibit, or higher authority within unreasonably delay the Department to ensure proper compliance with the terms testing of this Articlesuch employee. The results of such tests may 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, up to and including dismissal, action in accordance with the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules Trust rules and Departmental Rules this collective bargaining agreement. The parties agree that toxicology and Regulations. Employee refusal to submit to toxicology or alcohol testing in accordance with the provisions are an acceptable part 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 RegulationsPublic Health Trust required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Departmentthe PHT's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, personnel rules or Departmental Rules departmental rules and Regulations 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part of the Human Resources Department or equivalent entityregularly scheduled Employer required physical examinations. 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.A RTICLE XXIII –

TOXICOLOGY AND ALCOHOL TESTING. The County PHT and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's the Public Health PHT’s operations, the image of County employees employees, and the general health, welfare welfare, and safety of the employees, 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 Department PHT encourages and supports employees who voluntarily seek assistance for substance abuse. An employee who voluntarily seeks assistance for substance 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 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 Program Director, or higher authority within the GME Program, or the JHS/PHT Chief Physician Executive or designee, to ensure proper compliance with the terms of this Article. The PHT 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 PHT agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect 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 Rulesany PHT policies, Administrative Orderspractices and procedures pertaining to medication waste, Implementing Ordersdocumentation of medication administration, or Departmental Rules and Regulations regarding the use of such substancesautomated dispensing cabinets. It An employee who 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 tested in accordance with the provisions of this Article may 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 disciplinary action corrective action, up to and including dismissaltermination, and may result 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, reporting to the Employee Support Services Section Florida Board of the Human Resources Department or equivalent entityMedicine. However, voluntary participation in a substance or The parties agree that toxicology and alcohol abuse program shall not preclude the Department from taking disciplinary action against the employee for violation testing are an acceptable part of the Miami-Dade County Personnel Rules or Departmental Rules and RegulationsPublic Health PHT required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's the PHT’s operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Employer agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees’ refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's the PHT’s operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Trust agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, personnel rules or Departmental Rules departmental rules and Regulations 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees’ refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a DepartmentThe PHT's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Employer agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.

TOXICOLOGY AND ALCOHOL TESTING. The County Employer and the Union recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Departmentthe PHT's operations, the image of County employees and the general health, welfare and safety of the employees, and the general public. The Department Employer 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 Employer agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion grounds to believe suspect that the employee is under the influence of such substances, suffers from substance substances or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, Administrative Orders, Implementing Orders, 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 the concerned Division Directora division director, or higher authority within the Department department to ensure proper compliance with the terms of this Articlearticle. 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 may result in appropriate disciplinary action, up to and including dismissal, in accordance with test or the applicable provisions of the Code of Miami-Dade County, the Miami-Dade County Personnel Rules and Departmental Rules and Regulations. Employee employees' refusal to submit to toxicology or alcohol testing as provided for in accordance with the provisions of this Article may article, can result in appropriate disciplinary action up to and including dismissal, in accordance with the applicable provisions provision of the County Code, the Miami-Dade County Personnel Rules and Rules, Departmental Rules and RegulationsRegulations and this Collective Bargaining Agreement. Employees reasonably believed to suffer from substance and/or The parties agree that toxicology and alcohol abuse may be referred at the Department’s discretion, to the Employee Support Services Section testing are an acceptable part 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 Regulationsregularly scheduled Employer required physical examinations.