DRUG/ALCOHOL TESTING Sample Clauses

DRUG/ALCOHOL TESTING. Drug/alcohol testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug/alcohol screening or testing be released to a third party for use in a criminal prosecution against the affected employee. The City conducts the following types of drug/alcohol testing to determine if employees are in compliance with this policy and associated rules of conduct: pre-employment, reasonable suspicion, and post-accident. In addition, employees are tested prior to returning to duty after a positive drug or alcohol test and subject to follow-up testing conducted during the course of a rehabilitation program recommended by a substance abuse professional. A Medical Review Officer (MRO) reviews test results and determines which tests are positive and which are negative. The City shall test for the following drugs: marijuana, amphetamines, opiates, phencyclidine (PCP), cocaine, barbiturates, benzodiazepines, methadone, methaqualone, and propoxyphene. An initial drug screen is conducted on each specimen. For those specimens that are not negative, a confirmatory gas chromatography/mass spectrometry (GC/MS) test is performed. The test is considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40. An alcohol concentration of .04 percent or greater is considered a positive alcohol test, and in violation of this policy. If a drug or alcohol test produces a positive result, the City may take such actions as authorized in Section 14.6 herein. Sick leave and/or other paid leave may be used while participating in a rehabilitation program. Otherwise, the employee will be placed on leave without pay until return to work following a negative alcohol/ drug test and authorization by the SAP.
DRUG/ALCOHOL TESTING. The parties to this policy and program agree that under certain circumstances, the Company will find it necessary to conduct drug and alcohol testing. While “random” testing is not necessary for the proper operation of this policy and program, it may be necessary to require testing under the following conditions:
DRUG/ALCOHOL TESTING. While abuse of alcohol and drugs among our members is the exception rather than the rule, the Teamsters Local 117 Police Sergeants Negotiating Committee shares the concern expressed by many over the growth of substance abuse in American society. The drug/alcohol testing procedure, agreed to by labor/management, incorporates state-of-the- art employee protections during specimen collection and laboratory testing to protect the innocent. In order to eliminate the safety risks which result from alcohol or drugs, the Parties have agreed to the following procedures. As referred to herein, testing shall be applicable to all entry level probationary employees and any other employee for whom the Port has a reasonable suspicion that the employee is working while under the influence of alcohol or drugs
DRUG/ALCOHOL TESTING. Miami University and the FOP are dedicated to providing a safe, healthy, and efficient workplace for the employees and for the entire University Community. Therefore, both recognize that one of the most important obligations to the University’s employees and students is to maintain a completely alcohol and drug-free workplace. The illegal use of drugs and alcohol in the workplace is strictly prohibited. Officers may not be under the influence of drugs or alcohol in the workplace. Officers may not operate vehicles or machinery while under the influence of alcohol or drugs that may impair their performance (including prescription or other medications).
DRUG/ALCOHOL TESTING. Section 33.1 Drug testing may be conducted on employees during their duty hours upon reasonable suspicion or randomly by computer selection. Alcohol testing will be conducted only upon 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:
DRUG/ALCOHOL TESTING. In an effort to provide a safer, drug and alcohol-free workplace for employees, CMU has implemented a drug/alcohol testing program. All testing will be performed by a CMU designated collection site and laboratory. Controlled substances and/or alcohol testing will be done (as determined by the employer) through urinalysis, blood sample, or PBT (Preliminary Breath Test) and will test for the following controlled substances metabolites and alcohol:
DRUG/ALCOHOL TESTING. 15.1 The parties agree that substance abuse in the workplace or while on College business or working while under the influence of drugs or alcohol is prohibited and may result in discipline. Discipline imposed will depend on the severity of the violation and circumstances of the situation. If appropriate, the issue will be reported to local, state and/or federal law enforcement authorities. SFCC prohibits the possession, use, dispensing, distribution and manufacture of any illegal substance both on campus and at any college-hosted function held off campus property. The unlawful manufacture, distribution, dispensing, possession or unlawful use of a controlled substance or alcohol on SFCC property or as a part of any of its activities by any SFCC employee is strictly prohibited. (The President may make an exception to allow alcohol at a college function by granting prior written consent. All laws relating to the sale, purchase and distribution of alcohol must be observed, including age limits.) SFCC encourages employees with substance-abuse problems to pursue treatment and rehabilitation. To help overcome substance dependency or addiction, the College encourages counseling and appropriate community referrals for an employee who voluntarily seeks help.