Types of Testing a. Pre-employment screening.
b. Post-accident-where accident is defined to be: a school bus accident, or any accident where there is injury, or there is $500 or more of damages as a result.
c. Random testing-to be 25% of the total number of employees for alcohol testing and 50% of the employees for drug testing, to be randomly selected by the company providing oversight on an annual basis.
d. Reasonable suspicion testing- a properly trained supervisor may require an employee to submit to an alcohol or drug test for controlled substances when, in their determination, there exists reasonable suspicion that the employee may be impaired when the employee is on duty or reporting for duty. This prerogative shall not be exercised by the supervisor arbitrarily or capriciously.
e. Return-to-drug-follow-up testing-the District shall ensure that before an employee that has tested positive for an alcohol level of 0.02 or higher, or the presence of controlled substances, and has undergone treatment for the use thereof, returns to duty, the employee shall undergo a return-to- duty test for alcohol or drugs as indicated. An employee who has undergone treatment for alcohol misuse or controlled substance use, and has had a negative result on a return-to-duty test, shall be subject to follow-up drug and/or substance abuse tests in accordance with the provisions of 49CFR38.2605(c) (2)(ii).
Types of Testing. The County will conduct the following types of drug testing: 15 (a) Pre-employment - Any final candidate for a position within Alachua County shall 16 be required to take a drug urinalysis and/or blood test prior to initial employment. Any 17 applicant whose test results indicate present alcohol or drug abuse will not be hired.
Types of Testing. (a) Reasonable Suspicion Testing The Authority may require an employee to submit to drug and alcohol testing on a reasonable suspicion basis when a supervisor trained in the detection of drug and alcohol use can articulate and substantiate specific behavioral, performance, or contemporaneous physical indicators of probable drug or alcohol use. The Authority and the Union understand such indicators to include such of the following as would reasonably lead the supervisor to conclude in good faith that drug or alcohol use is a contributing factor: e.g., behavior or actions which differ from normal behavior or actions under the circumstances, inappropriate or disoriented behavior, and incidents involving serious violations of safety or operating rules and practices.
Types of Testing. Testing will be for alcohol and controlled substances at the following times:
1. Pre-employment screening
2. Post-accident – where accident is defined to be: Any accident where there is injury, death, or there is seven-hundred and fifty dollars ($750) or more property damage, or a vehicle is towed as a result of the accident, or the driver is cited by a California Highway Patrol officer.
3. Random testing – To be the percentage amount as indicted by the Department of Transportation (DOT) regulations of the total number of employees for alcohol and drug testing, to be randomly selected by the company providing oversight on an annual basis.
4. Reasonable suspicion testing – A properly trained supervisor may require an employee to submit to an alcohol or a drug test for controlled substances when, in the supervisor’s objective determination, there exists reasonable suspicion that the employee may be impaired when the employee is on duty or reporting for duty. This test shall not be required by a supervisor arbitrarily or capriciously.
5. Return-to-duty/follow-up testing – The District shall ensure, before an employee who has tested positive for an alcohol level 0.02 or higher, or the presence of a controlled substance(s) returns to duty, that the employee has undergone treatment, and shall undergo a return-to-duty test for alcohol and/or drugs. An employee who has undergone treatment for alcohol misuse or controlled substance use, and has had a negative result on a return-to-work test shall also be subject to unannounced follow-up alcohol and/or drug testing, in accordance with the provisions of 382.605(c)(2)(ii).
Types of Testing. A. Reasonable Suspicion Testing
1. All employees will be tested for alcohol and/or controlled substances when there is reasonable suspicion of on-duty use or impairment. Reasonable suspicion testing may be based on, but not limited to:
a. observable phenomena, including but not limited to direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol such as the odor of alcohol on the;
b. a pattern of abnormal conduct or erratic behavior;
c. conviction for a drug or alcohol-related offense. An employee will be tested only once for this conviction upon return to work.
d. evidence that the employee has tampered with a previous alcohol or drug test.
2. Although reasonable suspicion testing does not require certainty, mere hunches alone are not sufficient to meet the standard for a test.
3. If an employee is suspected of using or being impaired by alcohol, controlled substances or illegal drugs in violation of this policy, the appropriate supervisor will gather all information, facts, and circumstances leading to and supporting this suspicion and will present those for concurrence with another supervisor, up to and including the department head, if possible. The immediate supervisor, division head or department head will report the suspicion to Human Resources for further action if it is during the regular office hours of Human Resources.
4. The employee shall remain on duty, but shall not be allowed to operate a vehicle or perform job functions until the circumstances are evaluated.
5. Employees who are subject to reasonable suspicion testing shall be transported to and from the collection facility identified by the City as an appropriate collection site. After hours, when Human Resources is unavailable, the employee will be transported to a designated testing facility.
6. Testing will be conducted in compliance with the selected collection site’s protocols.
7. The employee’s division manager will, within 48 hours, prepare a written report on a Reasonable Suspicion Incident Record (attached), detailing the circumstances that formed the basis to warrant the testing, This report should include the appropriate dates and times of reported alcohol or drug-related incidents, reliable/credible sources of information, rationale leading to the test and the action taken. All documentation related to the determination shall be forwarded to Human Resources.
B. Post-Incident Testing
1. Employees invol...
Types of Testing. An employer is authorized, but not required, to conduct the following types of drug tests:
(a) Job applicant testing – An employer may require job applicants to submit to a drug test and may use a refusal to submit to a drug test or a positive confirmed drug test as a basis for refusal to hire the job applicant.
Types of Testing. A. Applicants for Employment – Prior to the start date of employment all newly hired faculty must successfully pass a drug test as a condition of employment.
B. Reasonable Suspicion Testing – Faculty may be required by a Chairperson and/or Xxxx to submit to a test as hereafter specified where reasonable suspicion exists to believe that the faculty member, while on duty, is under the influence of drugs or alcohol and/or his or her job performance is impaired by drugs or alcohol. Cause for testing is based upon objective facts or specific circumstances that present a reasonable basis to believe that a faculty member is under the influence of, or is using, misusing, or abusing, alcohol or drugs. Examples of reasonable suspicion may include, but are not limited to: slurred speech; dilated pupils; disorientation; abnormal or change in conduct or behavior; odor/smell of drugs or alcohol; involvement in an on-the-job accident resulting in personal injury requiring immediate medical attention beyond first aid; and/or involvement in an accident involving property damage in excess of $1,000 where the circumstances raise a reasonable suspicion concerning the existence of alcohol or other drug use or abuse by the faculty member.
Types of Testing. 15.8.1.1 Pre-employment screening.
15.8.1.2 Post-accident - where accident is defined to be: a school bus accident, or any accident where there is injury, or there is $1,000 or more of damage as a result.
15.8.1.3 Random testing - to be 10% of the total number of employees for alcohol testing and 50% of the employees for drug testing, to be randomly selected by the company providing oversight on an annual basis. Notification for mandatory drug/alcohol testing shall take place during the morning shift. Mandatory drug/alcohol testing shall be scheduled immediately following the morning shift.
15.8.1.4 Reasonable suspicion testing - a properly trained supervisor may require an employee to submit to an alcohol or a drug test for controlled substances when, in their determination, there exists reasonable suspicion that the employee may be Impaired when the employee is on duty or reporting for duty. This prerogative shall not be exercised by the supervisor arbitrarily or capriciously.
15.8.1.5 Return-to-duty/follow-up testing - the Agency shall ensure that before an employee that has tested positive for an alcohol level 0.02 or higher, or the presence of controlled substances, and has undergone treatment for the use thereof, returns to duty, the employee shall undergo a return-to-duty test for alcohol or drugs as indicated. An employee who has undergone treatment for alcohol misuse or controlled substance use, and has had a negative result on a return-to- duty test, shall be subject to at least six unannounced follow- up alcohol and/or drug tests conducted in six months or as determined by the substance abuse professional, in accordance with the provisions of 49CFR 382.605 (c) (2)(ii).
Types of Testing. A. Pre-Employment Testing : All safety-sensitive position applicants shall undergo urine drug testing and breath alcohol testing (alcohol testing suspended by FTA May 10, 1995) prior to employment. Receipt by BCT of negative test results is required prior to employment. Employees may also be required to undergo pre-employment testing following a leave of absence, seasonal layoff, out or reassigned for workers’ compensation, temporary assignment to nonsafety-sensitive duties (including light duty), or combination thereof, for a period of thirty (30) consecutive days or longer.
Types of Testing. In accordance with F.S. §440.102, employees and job applicants, after receiving a conditional job offer, will be required to submit to the following types of testing:
1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug or alcohol.
2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance.
3. A report of drug or alcohol use, provided by a reliable and credible source.
4. Evidence that an individual has tampered with a drug test during his or her employment with the U.C.
5. Information that an employee has caused or contributed to an accident while at work.
6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs or alcohol while working or while on U.C. premises, or while operating U.C. vehicles, machinery, or equipment. Random Testing – applies to CDL drivers and mandatory-testing positions only. Random testing is drug or alcohol tests conducted on employees who are selected through the use of a computer-generated random sample of the U.C.’s eligible employees. The current testing laboratory will generate the selected employee list; U.C. personnel are not involved in the random selection process. Note: CDL drivers should refer to the U.C.’s Commercial Driver Drug-free Workplace Requirements.
