DRUG/ALCOHOL TESTING. 11.1 The parties agree that the maintenance of a drug/alcohol free work place is a goal of both the College and the Union. Employees are prohibited from possession, consumption and/or being under the influence of a controlled substance/alcohol while on the College’s premises or during time paid by the employer. Violations of this prohibition may result in a disciplinary action up to and including termination.
DRUG/ALCOHOL TESTING. PREAMBLE While abuse of alcohol and drugs among our members is the exception rather than the rule, the Teamsters Local 117 Police Officers 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 to 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. 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. All drivers, as well as other safety sensitive positions, shall be subject to Drug/Alcohol Testing for pre-employment, random, post accident and probable cause, as required under Federal Transit Administration (FTA) Regulations. The Contractor shall pay the costs associated with such testing.
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. Section 1 The Employer believes it is very important to provide a safe workplace for its employees. As an employer, the City is taking steps to address the problem of substance use that negatively affects every workplace, including ours. The Employer is concerned with the health and well-being of all employees. The Employer cannot and will not condone or tolerate behaviors on the part of employees that relate to Substance use, such as:
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. The Parties hereto agree to establish a standing joint labour-management committee composed of an equal number of representatives of the Employer and representatives of the Union to examine the issue of drug and alcohol testing. The purpose of this committee is to review, on an ongoing basis, the current state of the law with respect to drug and alcohol testing. The committee will examine, amongst other things, without limitation, current and completed legal cases, policies and procedures adopted by various owner/clients and various trade unions, developments in technology relating to drug and alcohol testing methods including testing for current impairment levels, and the current endorsed Provincial Building and Construction Trades Council of Ontario drug and alcohol testing policy. DATED at TORONTO this 18TH day of JANUARY, 2013.
DRUG/ALCOHOL TESTING. The Employer expressly retains the right to test the employees for drugs and alcohol, consistent with state and federal law.
DRUG/ALCOHOL TESTING. 27.01 The City and Union have agreed on a drug/alcohol policy, a copy of which is attached hereto as Exhibit C and incorporated by reference.
