SUBSTANCE ABUSE POLICY. SECTION 1. Labor and Management are committed to providing employees with a drug-free and alcohol-free workplace. It is the goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of Labor and Management and the employees.
SUBSTANCE ABUSE POLICY. Service Provider represents, warrants and covenants that it has and shall maintain substance abuse policies, in each case in conformance with DIR Rules and applicable Laws, and Service Provider Personnel shall be subject to such policies.
SUBSTANCE ABUSE POLICY. Successful Respondent represents, warrants and covenants that it has and shall maintain substance abuse policies, in each case in conformance with DIR Rules and applicable Laws, and Successful Respondent Personnel shall be subject to such policies.
SUBSTANCE ABUSE POLICY. See applicable Administrative Policy No. 16.010.
SUBSTANCE ABUSE POLICY. Represented employees are subject to the City's current Substance Abuse Policy.
SUBSTANCE ABUSE POLICY. 45.1 The District’s Substance Abuse Policy will apply to all unit members. The District may adopt or implement rules, regulations and policies to be in compliance with federal and state laws. In such cases, notification will be provided to the bargaining unit prior to implementation.
SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with DC Electric Group, Inc., for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.
SUBSTANCE ABUSE POLICY. SECTION 1. The Employer and the Union are committed to providing employees with a drug-free and alcohol-free work place. It is the goal to protect the health and safety of employees and to promote productive work place, and protect the reputation of the Union and the Employer.
SUBSTANCE ABUSE POLICY. For the purposes of this program, substance abuse is defined as: the abuse or illegal use of alcohol and/or drugs, and being under the influence of such, while participating in any school- sanctioned activity. The Health Careers Department faculty actively opposes the ingestion of any substance that interferes with healthy development and function in the physical, psychological, social, occupational, and spiritual areas. First Coast Technical College Policies and Florida State laws governing Dental Assistants both consider substance abuse to be a health and safety problem. Substance abuse has significant negative effects on safety and performance. Patients/clients are at risk for serious injury if a student is under the influence of a substance which inhibits performance.
SUBSTANCE ABUSE POLICY. The City of Xxxxxx and the Association have a vital interest in maintaining safe, healthful and efficient working conditions. Being under the influence of a drug or alcohol on the job may pose serious safety and health risks not only to the user but to co-workers and the citizens of Downey. The possession, use or sale of an illegal drug or of alcohol on the job also poses unacceptable risks for safe, healthful and efficient operations. "On the job" means while on City premises, at work locations, or while on duty or being compensated on an "on call status." The City of Xxxxxx and the Association recognize that their future is dependent on the physical and psychological well-being of all employees. The City and the Association mutually acknowledge that a drug and alcohol-free work environment benefits Xxxxxx'x employees and citizens. The purpose of this section is to define the City's drug and alcohol policy as well as the possible consequences of policy violation.
