Alcohol/Drug Testing Sample Clauses
Alcohol/Drug Testing. 1. Districts may include drug education awareness training as part of regular district in-service programs for all transportation employees. The Board’s testing policy and Federal Regulations, Subpart F, Alcohol Misuse and Controlled Substance Use Information (Part VII, p. 7513- 7514), shall be given to affected employees. This employee shall sign a proof of receipt.
2. The Supervisor who makes the determination that “reasonable suspicion” exists to test employees shall create a written report setting forth the specific observations relied upon to order the test. The Supervisor that makes the determination cannot also conduct the alcohol/drug test.
3. Random testing will be done during scheduled work time. If not scheduled during the regular workday, driver will be paid at their regular rate for two (2) hours.
4. The same laboratory shall be used for all testing except as specified in subsection 7 below. Upon request, the name of the laboratory shall be provided to the Association office at the beginning of each school year.
5. Employees have a right to a hearing in order to provide the employee an opportunity to dispute any information and for the employer, prior to suspending the employee and/or ordering referral to evaluation, to provide an explanation. The employee is entitled to written charges and Association representation.
6. The Substance Abuse Professional (SAP) shall be selected by the employee from a list jointly agreed to by the Association and the Board.
7. If the employee disputes a positive test result, he may request a split specimen within seventy-two (72) hours from the time of notification at board paid expense. The test shall be done by a different laboratory and the GC/MS test shall be used. If the split specimen tests negative, the employee will be paid for any time lost during the 72 hour period.
8. If the first specimen tests positive and the second specimen tests negative, this will be deemed to be the official result of the drug test.
9. Any and all Board required Drug-Alcohol testing shall be paid by the board.
10. If the employee tests positive on the alcohol (at .04 or above) and/or drug test, he will be suspended without pay until completion of assessment and treatment, if needed. At the conclusion of the assessment and/or treatment, the Superintendent may do one of the following:
a) reinstate the employee to his original position; or
b) suspend without pay for up to three days at the Superintendent’s discretion
c) If the emp...
Alcohol/Drug Testing. Any member of the bargaining unit who is required to operate a Board- owned motor vehicle as a part of his/her regular duties, any child care attendant who rides a bus, or any intervention aide who rides a bus, who is on paid status and appears to be under the influence of alcohol or any drug of abuse shall be taken promptly to a laboratory or hospital for a blood or other appropriate test, or the Board may elect to have such test administered at the Board’s central administrative site. The employee shall be on paid status until returned to the bus compound or regular work site, and the test shall beat Board expense. Refusal to submit to such a test shall constitute automatic resignation. Any positive test result will be cause for discipline, including discharge, recognizing that an appealable disciplinary action may be appealed to the Columbus Civil Service Commission. In the event this provision 12.5 is found to be unconstitutional by the State or Federal Court system, after appeals have been exhausted, this provision 12.5 shall be null and void and no negotiations on this matter shall be required during the term of this Agreement.
Alcohol/Drug Testing. Prohibitions: The Employer strictly prohibits the manufacture, unauthorized use or possession, sale or distribution of alcohol/drugs by its employees on the Employer's premises (including parking lots and in the Employer's vehicles) or during work time.
Alcohol/Drug Testing. The Matlacha/Pine Island Fire Control District shall require compliance of the “Drug Free Workplace” as authorized in Florida Statute Sections 440.101, 440.102 and Chapter 59A-24 of the Florida Administrative Code.
Alcohol/Drug Testing. If a Flight Attendant is selected for random drug/alcohol testing prior to the start of a Trip, the Flight Attendant will be pulled from their scheduled Trip and pay protected for the entire value of the Trip. A Reserve Flight Attendant selected for random drug/alcohol testing shall be released from their duty day once the drug/alcohol test has been completed. If a Flight Attendant is notified of a random drug/alcohol test at the completion of a Trip, the Flight Attendant’s rest period will not be considered to begin until the Flight Attendant leaves the drug/alcohol testing facility. The Flight Attendant will be considered to remain on duty from block in until the drug/alcohol test is completed, with a minimum of one (1) hour, and paid thirty
Alcohol/Drug Testing. Any member of the bargaining unit who is required to operate a Board-owned motor vehicle as a part of their regular duties, who is on paid status and appears to be under the influence of alcohol or any drug of abuse shall be taken promptly to a laboratory or hospital for a blood or other appropriate test, or the Board may elect to have such test administered at the Board's central administrative site. The Bargaining Unit Member shall be on paid status until returned to their work location, and the test shall be at Board expense. Refusal to submit to such a test shall constitute automatic resignation. Any positive test result will be cause for discipline, including discharge, recognizing that an appealable disciplinary action may be appealed to the Columbus Civil Service Commission. In the event this provision is found to be unconstitutional by the State or Federal Court system, after appeals have been exhausted, this provision shall be null and void and no negotiations on this matter shall be required during the term of this Agreement.
Alcohol/Drug Testing. A. Testing Occasions
1. Random Testing
a. All Crewmembers will be subject to random drug and/or alcohol testing to the extent required by applicable federal regulations.
b. Before or during a trip, a Crewmember undergoing drug and/or alcohol testing will, for the purpose of Federal Aviation Regulations relating to Duty Time and minimum rest, be deemed to be on duty until the testing collection process is completed. A Crewmember undergoing drug and/or alcohol testing after a trip will, for the purpose of Federal Aviation Regulations relating to minimum rest, be deemed not on rest until the testing collection process and transportation are completed.
c. Crewmembers selected for random drug and/or alcohol testing will be given notice prior to conducting the test. The Crewmember will be advised that refusal or failure to immediately report and to provide the required urine and/or breath specimen will result in termination of the Crewmember's employment.
d. Upon reporting to the test site and following positive verification of identification using photographic identification, or identification by a Company representative, the test will be conducted.
Alcohol/Drug Testing. Section 17.1 Testing Drug/alcohol testing may be conducted on employees, post-incident, reasonable suspicion, or randomly. Random testing may test up to twenty-five percent (25%) of the work force once a year unless there is already reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to:
A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol;
B. A pattern of abnormal conduct or erratic behavior, including abnormal leave patterns;
▇. ▇▇▇▇▇▇ or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use or trafficking;
D. Information provided either by reliable and credible sources or independently corroborated;
E. Evidence that an employee has tampered with a previous drug test; and
F. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. A bargaining unit employee may of their own volition, even if not ordered to do so, undergo a drug and/or alcohol screening test if the employee is involved in an on-duty incident or accident involving bodily injury, extensive property damage, or death. Testing done under these circumstances will be treated in the same manner as if the employee had been ordered to undergo screening.
Section 17.2 Screening All drug screening tests shall be conducted by medical laboratories certified by the Department of Health and Human Services or certified by a DHHS recognized certification program. No test shall be considered positive until it has been confirmed by a Gas Chromatography/Mass Spectrometry full scan test or its equivalent. The procedures utilized by the Employer and testing laboratory shall include an evidentiary chain of custody control. All procedures shall be outlined in writing and this outline shall be followed in all situations arising under this Article. The split sample method of collection shall be used and shall follow prescribed testing procedures. Collection of samples for all random testing shall take place in a facility operated by the Sheriff's Office.
Section 17.3 Alcohol Testing Alcohol testing shall be done in the same manner as is used to detect drivers operating a motor vehicle under the infl...
Alcohol/Drug Testing. 1.1 Upon reasonable suspicion to believe an employee is under the influence of alcohol or drugs, the Village may require such officer to submit to an alcohol test as set forth in paragraph 2.1 below. A positive test for alcohol is any result above 0.00%. The test shall not be administered until 30 minutes after notification to submit as set forth in paragraph 2.1 below. Reasonable cause to believe an employee is under the influence of alcohol or drugs exists when objective facts and observations are brought to the attention of the department head/supervisor, as hereinafter defined, and based upon the reliability and weight of such information, he/she can reasonably infer or suspect that the employee is under the influence of alcohol or drugs. Reasonable cause must be supported by specific articulable facts and a written report of the findings and facts provided to the employee.
Alcohol/Drug Testing. A. Drug and alcohol testing shall be conducted as prescribed in FMCSR 49 CFR, Part 382.
B. Employees required to submit to, and undergo testing for drugs or alcohol shall be paid for such time spent, at their regular hourly rate. Treatment costs will be borne by insurance and/or the Employer.
C. Prior to the start of each school year, employees covered by FMCSR 49 CFR shall participate in in-service training on the law, procedures and local policies. Employees shall be paid their regular hourly rate for such time in training.