DRUG AND ALCOHOL TESTING. 39 In the event the District has reasonable cause to suspect that an employee may be under the influence 40 of alcohol or illegal drugs while performing the responsibilities of his/her employment with the 41 District, the District shall have the right to require that such employee subject him/herself to drug 42 and/or alcohol testing. The complete cost of such testing shall be at District expense. In the event that 43 the test results are positive, the employee is entitled to a second test which may include (at the 44 employee’s option) use of the Gas Chromatograph or other proven test of equal or greater validity.
DRUG AND ALCOHOL TESTING. Section 1. Drug and alcohol testing shall be done in a fair and equitable manner in strict observance of all applicable laws and regulations. All employees subject to such testing shall be so informed.
DRUG AND ALCOHOL TESTING. All testing will occur at a laboratory certified to conduct DOT testing. All testing expenses shall be paid by the Board, unless otherwise stated in this agreement. The test protocols contained in 49 CFR part 40 which apply to the reasonable suspicion testing mandated by OTETA, including the split sample, shall be used. The drug test used shall be the N.I.D.A.-like type and automatic M.R.O. (Medical Review Officer) review, including any revision to the N.I.D.A.-like test. The N.I.D.A.-like test currently detects amphetamines, cocaine, marijuana, opiates, and phencyclidine (PCP). Employees may request a split sample test. The employee will pay for the analysis of the split sample test at the time of the request. If the analysis of the split sample is below the current N.I.D.A.-like threshold, the Board will reimburse the employee the cost and the test shall be considered negative. The alcohol test used shall be the breath alcohol test. If an employee produces a positive breath alcohol test (.04 or above), he/she may request a blood alcohol test at employee expense. The Board will consider the results of all tests conducted before determining what, if any action to take. If the employee is unable to produce sufficient breath volume after three attempts, the employee may be directed by the Board to submit to a blood alcohol test at Board expense.
DRUG AND ALCOHOL TESTING. Section 1: In consideration of the legitimate concerns and interest the Employer and the Union both have in workplace safety and job performance and that both parties recognize that drug and alcohol abuse may have an adverse impact on County government, the image of County employees, and the general health, welfare and safety of the employees and the general public at large; and in consideration of the fact that both parties also recognize that drug and alcohol abuse are treatable illnesses that will be treated, where feasible, with emphasis on rehabilitation and education, the Employer and the Union hereby agree:
DRUG AND ALCOHOL TESTING. The CONTRACTOR agrees to establish and implement a drug and alcohol testing program that complies with 49 CFR Parts 653 and 654, produce any documentation necessary to establish its compliance with Parts 653 and 654, and permit any authorized representative of the United States Department of Transportation or its operating administrations, the State Oversight Agency of California, or CITY to inspect the facilities and records associated with the implementation of the drug and alcohol testing program as required under 49 CFR Parts 653 and 654 and review the testing process. The CONTRACTOR agrees further to certify annually its compliance with Parts 653 and 654 before February 15th of each year and to submit the Management Information System (MIS) reports before February 15th to CITY’s Transit Coordinator. To certify compliance the CONTRACTOR shall use the "Substance Abuse Certifications" in the "Annual List of Certifications and Assurances for Federal Transit Administration Grants and Cooperative Agreements," which is published annually in the Federal Register.
DRUG AND ALCOHOL TESTING. 17.1 BSO has implemented a Drug and Alcohol-Free Workplace Policy and Work Rules, presently outlined in the Sheriff’s Policy Manual (SPM), in accordance with the provisions of the Florida Drug-Free Workplace Program, as provided in Fla. Stat. Section 440.102 and other applicable law. The Policy is incorporated herein as a part of this Agreement. BSO's Policy prohibits illegal use of drugs and alcohol abuse, which might affect the bargaining unit employee in the performance of his/her duties. This Policy gives BSO the right to test bargaining unit employees under certain circumstances. All bargaining unit employees must comply with the requirements of the Policy. Failure to timely comply with this Policy by any bargaining unit employee will be grounds for immediate disciplinary action, up to and including discharge from the agency.