Reasonable Suspicion Tests Sample Clauses

Reasonable Suspicion Tests. Any qualified supervisor or District Administrator who has reasonable suspicion to believe that an Employee has violated the Alcohol or Drug prohibitions of the District shall require the Employee to submit to the appropriate testing. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the Employee. The observations may include indications of the chronic and/or withdrawal effect of Drugs or Alcohol. Alcohol testing is authorized for reasonable suspicion only if the required observations are made just before, during or just after the period of the Employee’s work assignment. An Alcohol test may not be conducted by the person who determines reasonable suspicion exists to conduct such a test. If an Alcohol test is not administered within two (2) hours of a determination of reasonable suspicion, the District shall prepare and maintain a record explaining why this was not done. Attempts to conduct Alcohol tests shall terminate after eight (8) hours, and the District will state in the record the reasons for not administering the test. Drug testing shall include documentation by a supervisor or District administrator who makes a finding of reasonable suspicion. He or she shall create a written record of his or her findings leading to a reasonable suspicion Drug test within twenty-four (24) hours of the observed behavior or before the results of the test are released, whichever is earlier. When an Employee is required to perform a Drug or Alcohol Test off-site under this Section, the District shall provide transportation for the Employee to and from the testing facility.
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Reasonable Suspicion Tests. 1. Tests shall be conducted when a supervisor or District official trained in accordance with law has reasonable suspicion that the covered worker has violated the District's alcohol or drug prohibitions. This reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the worker's appearance, behavior, speech or body odors. The observations may include indications of the chronic and withdrawal effects of controlled substances.
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Reasonable Suspicion Tests. This Section shall apply to all Workforce Employees. Any qualified supervisor or District Administrator who has reasonable suspicion to believe that an Employee has violated the Alcohol or Drug prohibitions of the District shall require the Employee to submit to the appropriate testing. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the Employee. The observations may include indications of the chronic and/or withdrawal effect of Drugs or Alcohol. Alcohol testing is authorized for reasonable suspicion only if the required observations are made:
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Reasonable Suspicion Tests. 19.11.7.1 An alcohol or drug test shall be conducted if a supervisor or MCOE official trained in accordance with law has reasonable suspicion that a driver has violated alcohol or drug prohibitions. This reasonable suspicion shall be based on specific, contemporaneous, articulable observations concerning the driver’s appearance, behavior, speech or body odors. The observations may include indications of the chronic and withdrawal effects of controlled substances.
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Reasonable Suspicion Tests. Tests must be conducted when a supervisor or other administrator, who has been trained according the requirements of the Testing Act, has reasonable suspicion to believe that the driver has violated the Board's alcohol or drug prohibitions. This reasonable suspicion must be based on specific, contemporaneous, articulable observations including, but not limited to, the driver’s appearance, behavior, speech or body odors. The observations may include indications of chronic drug or alcohol use and/or withdrawal effects of controlled substances. Documentation of the grounds for reasonable suspicion must be made and signed by the supervisor/administrator and given to the driver within twenty-four (24) hours of the observed behavior or before the results of the test are released, whichever is earlier. If an alcohol test is not administered within two (2) hours or a drug test is not administered within thirty-two (32) hours of a determination of reasonable suspicion, the Board shall prepare and maintain a record explaining why this was not done. Attempts to conduct alcohol tests will terminate after eight (8) hours of a determination of reasonable suspicion. Any driver who does not permit such drug and/or alcohol testing or make himself/herself reasonably available for such testing is considered to have refused to take such tests. An alcohol test may not be conducted by the person who determines that reasonable suspicion exists to conduct such a test. If reasonable suspicion exists but a breath alcohol test or drug test cannot be administered, the driver shall be removed from performing safety- sensitive duties for at least twenty-four (24) hours.
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Reasonable Suspicion Tests. All supervisors of covered employees and the Superintendent or designee will follow procedures outlined in the Districts’ Controlled Substance and Alcohol Testing Program Handbook and shall be responsible for the administration of reasonable suspicion tests. The supervisor or district official shall inform the employee of the facts upon which the reasonable suspicion is based, advise the employee that the supervisor wishes to question the employee about the employee’s behavior or conduct on which the reasonable suspicion is based, and advise the employee that he/she has the right to request a union representative before answering the supervisor’s questions. If the employee chooses to be represented, the union representative will be allowed up to one-half hour to arrive. If no union representative is available within one-half hour, the supervisor shall continue the procedure. Employees who are tested for controlled substances under Reasonable Suspicion shall be assigned to alternate duties to the extent such duties are available and if the employee is able to perform them, pending the results of the test. If, in the District’s opinion, alternate duties are not available or if the employee is not able to perform duties which are available or is, in the supervisor’s judgment, a safety risk to the employee or to others or is disrupting the workplace, the employee will be placed on appropriate leave and escorted home. The Superintendent or designee shall ensure that an employee under reasonable suspicion is transported to the designated collection or testing site.
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Related to Reasonable Suspicion Tests

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • Reasonable Cause Testing Reasonable cause for testing is a belief that an employee is under the influence of a drug and/or alcohol based on specific facts and/or reasonable inferences derived from those facts. An observing supervisor shall describe and document the following: -Specific observations concerning the appearance, behavior, speech or performance of the employee; and/or -Violation of safety rule or other unsafe work incident which, after investigation, leads the supervisor(s) to believe that drug and/or alcohol use may be a contributing factor; and/or -Other physical, circumstantial or immediate indicators of drug and/or alcohol use.

  • Supervisor's Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent at the end of the probationary period, which report shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action:

  • Reporting of Non-Force Majeure Events Each Party (the “Notifying Party”) shall notify the other Parties when the Notifying Party becomes aware of its inability to comply with the provisions of this Agreement for a reason other than a Force Majeure event. The Parties agree to cooperate with each other and provide necessary information regarding such inability to comply, including the date, duration, reason for the inability to comply, and corrective actions taken or planned to be taken with respect to such inability to comply. Notwithstanding the foregoing, notification, cooperation or information provided under this Article shall not entitle the Party receiving such notification to allege a cause for anticipatory breach of this Agreement.

  • Payment for Material Completion The Contractor may request payment of the remaining contract balance, including retainage, less amounts credited the Owner or incurred as liquidated damages, and less amounts withheld for the Punchlist by reason of Minor Items or Permitted Incomplete Work (See Paragraph 6.5.3.2). Payment for Material Completion shall be made by a check payable jointly to the Contractor and Surety and shall be mailed to the Surety.

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Response/Compliance with Audit or Inspection Findings A. Grantee must act to ensure its and its Subcontractors’ compliance with all corrections necessary to address any finding of noncompliance with any law, regulation, audit requirement, or generally accepted accounting principle, or any other deficiency identified in any audit, review, or inspection of the Contract and the services and Deliverables provided. Any such correction will be at Grantee’s or its Subcontractor's sole expense. Whether Xxxxxxx's action corrects the noncompliance shall be solely the decision of the System Agency.

  • Health Tests At the time of employment, the Employer shall provide a Tuberculin skin test at no cost to the nurse. In the event of a positive reaction to this test, the Employer will provide a chest x-ray at no cost. Upon request, a routine blood examination and urinalysis will be provided at no cost to the nurse once each year.

  • INSPECTION/TESTING All Products sold pursuant to this Agreement will be subject to inspection/testing by or at the direction of H- GAC and/or the ordering Customer, either at the delivery destination or the place of manufacture. In the event a Product fails to meet or exceed all requirements of this Agreement, and unless otherwise agreed in advance, the cost of any inspection and/or testing, will be the responsibility of the Contractor.

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