CDL Holders Sample Clauses

CDL Holders. A. The U.S. Department of Transportation, Federal Motor Carrier Safety Regulations, Part 383, states that each person who operates a commercial motor vehicle and has a CDL and is convicted of any type of motor vehicle violation, whether state or local law (other than a parking violation), in any type of motor vehicle, must notify the Company of such conviction. The notification must be made in writing and contain the following information: 1. Driver's full name 2. Driver's license number 3. Date of conviction 4. Indication as to whether the offense was in a commercial motor vehicle 5. The specific offense and any suspension, revocation, or cancellation of driving privileges resulting from the conviction 6. Location of the offense 7. Driver's signature B. Any driver who drives a CMV and has a CDL, who receives a driver's license suspension, revocation, lost privilege, or disqualification must notify the Company before the end of the business day which the co-worker receives notice of such suspension, revocation, lost privilege or disqualification. Should the employee fail to do so, and then continues operation of a CMV the Company will have the right to terminate employment. C. CDL holders who have an alcohol related driving offense and receive a Statutory Summary Suspension (“SSS”) are absolutely prohibited from operating Company-owned commercial motor vehicles at all, for any reason, during the period of SSS. It is absolutely essential that any co-worker receiving an SSS notify the Company immediately. Then, effective immediately the employee will not be permitted under any circumstances to drive a Company-owned CMV. For the first such offense, if a co-worker is able to report to work, the Company may reassign the co- worker to a position performing alternative work (within their normal classification if possible), which will be at the pay rate designated for that type of work. If necessary, it may be at a lower pay rate or in a different location. There may be situations where no such reassignment is possible, and then, alternative assignments outside of the employee's normal classification may be considered. If this occurs, it will be based on legitimate non-discriminatory factors. If the co-worker is unable to secure the legal right to operate a Company-owned CMV during this period, the co-worker’s employment will be continued for a maximum total of twelve (12) months beginning from the first date of disqualification. Pay and benefits will be at the ra...

CDL Holders. A. The U.S. Department of Transportation, Federal Motor Carrier Safety Regulations, Part 383, states that each person who operates a commercial motor vehicle and has a CDL and is convicted of any type of motor vehicle violation, whether state or local law (other than a parking violation), in any type of motor vehicle, must notify the Company of such conviction. The notification must be made in writing and contain the following information: 1. Driver's full name 2. Driver's license number 3. Date of conviction 4. Indication as to whether the offense was in a commercial motor vehicle 5. The specific offense and any suspension, revocation, or cancellation of driving privileges resulting from the conviction 6. Location of the offense 7. Driver's signature

CDL Holders. In the event that any bargaining unit employee performs job duties for which the employee is required to possess a Commercial Drivers License, federal law subjects the employee to mandatory drug and alcohol testing procedures, including those specified in Federal Highway Administration regulations in 49 CFR Part 382. These regulations provide for pre- employment, post-accident, reasonable suspicion, random, return-to-duty and follow-up testing for alcohol or controlled substances. The City will carry out testing for controlled substances as required by applicable federal law in the case of CDL holders, or any other employees subject to mandatory federal drug testing requirements.

CDL Holders. The same initial and confirmatory cutoff levels shall be used when screening specimens to determine whether employees in non-CDL positions are positive to drugs or classes of drugs. However, for employees in non-CDL positions, a test for marijuana will not be considered “positive” by the City, unless an oral fluids specimen test for THC is reported as positive at the following initial and confirmatory thresholds: Initial Test Analyte Initial Test Cutoff Concentration Confirmatory Test Analyst Confirmatory Test Cutoff Concentration Marijuana 4 ng/mL THC1 2 ng/mL 1 Delta-9-tetrahydrocannibal (THC) oral fluids testing. This drug testing cutoff level is intended to be consistent with the level proposed by the DHHS as outlined in the Mandatory Guidelines for Federal Workplace Testing Programs issued May 15, 2015. In the event that cutoff levels for oral fluid testing change under the Mandatory Guidelines for Federal Workplace Testing Programs which are ultimately adopted, this Policy will be automatically adjusted to be consistent with those cutoff levels.