Drug and Alcohol Use Policy Sample Clauses

Drug and Alcohol Use Policy. The County may revise the Drug and Alcohol Use Policy prior to the expiration of this MOA and shall provide an opportunity for the Association to meet and confer over the revised policy.
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Drug and Alcohol Use Policy. A. The County and the Association agree on all negotiable provisions of the DRUG & ALCOHOL USE POLICY. This Policy is implemented by inclusion in the County's DRUG & ALCOHOL USE POLICY (which this policy is a part thereof) through appropriate approvals and adoption by the Board of Supervisors. The Chief Administrative Officer shall administer the Policy. Copies of this Policy and the "Support by Employee Organizations" Agreement shall be printed and distributed to all employees covered by this Memorandum of Agreement.
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Drug and Alcohol Use Policy. ‌ The County and the Association agree on all negotiable provisions of the DRUG & ALCOHOL USE POLICY. This Policy is implemented by inclusion in the County's DRUG & ALCOHOL USE POLICY (which this policy is a part thereof) through appropriate approvals and adoption by the Board of Supervisors. The Chief Administrative Officer shall administer the Policy. Copies of this Policy and the "Support by Employee Organizations" Agreement shall be printed and distributed to all employees covered by this Memorandum of Agreement. All employees in classifications covered by this agreement shall participate in random periodic unannounced drug tests that comports with the Omnibus Transportation Employee Testing Act of 1991, except that employees shall have up to four hours to report for the testing after notification. The Sheriff may choose to test up to 25% of the bargaining unit each year. Prior to the list of random individuals required to undergo a test being established, the Department shall notify the president of DSASD at least 24 hours in advance, who shall be permitted the opportunity to observe the generation of the list. The president of DSASD shall be provided the names of the individuals randomly selected to undergo testing within 48 hours after the tests are administered.
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Drug and Alcohol Use Policy. 1. Alcoholism and drug addiction are treatable diseases. Therefore, Cuyahoga Falls Fire Department employees who believe they may have an alcohol or drug addiction problem are encouraged to seek professional treatment and assistance. No employee who seeks such treatment or assistance prior to detection will have his/her job security, promotional opportunities, or other job conditions jeopardized by a request for treatment. The individual’s right to confidentiality and privacy will be recognized in such cases. The City will reasonably accommodate a recovering employee’s alcohol or drug addiction in accordance with federal and state law. Treatment pursuant to this article will not result in any special regulations, privileges, or exemptions from standard administrative procedures, practices, or policies including disciplinary action. The City may take disciplinary action for any violations of work rules, regardless of the effect of alcohol or drug abuse. Nothing in this article shall be construed to condone or exonerate employees from their misconduct or poor performance resulting from a drug or alcohol problem.
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Drug and Alcohol Use Policy. Synacor provides a safe and productive work environment for all employees. Employees shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect the Company’s business. Further, employees shall not possess alcoholic beverages in the workplace or consume alcoholic beverages at the workplace or during work time. ● Employees are expected to report for work and remain at work in a condition to perform assigned duties free from the effects of alcohol and illegal drugs. o Alcohol abuse or illegal drug use and their physiological effects represent a threat to the well-being and security of employees and could cause extensive damage to the Company’s reputation and community standing. o Any involvement with alcohol or drugs that adversely affects the workplace or the work environment will not be tolerated. o Off-the-job illegal drug activity or alcohol abuse that could have an adverse effect on an employee’s job performance or that could jeopardize the safety of other employees, the public, Company equipment, or the Company’s relations with the public, will not be tolerated. o Violations of this policy will result in disciplinary action, up to and including termination of employment. ● There may be occasional events where it is permissible to consume alcohol in moderation, with management approval. Employees who consume alcohol under such circumstances shall not report back to work during that workday.
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Related to Drug and Alcohol Use Policy

  • Drug and Alcohol Policy 66.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time)

  • DRUG AND ALCOHOL FREE WORKPLACE 22.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs. Each institution is required to comply with the Drug-Free Schools and Communities Act (DFSCA) and the Drug-Free Schools and Campuses Regulations in order to be eligible for federal funding.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • Alcohol Policy Residents are required to abide by all New York State and New York University regulations regarding the use of alcohol. In residence halls, persons under the age of 21 may not be in the presence of alcohol or alcoholic beverage containers. Students (including residents and non- residential students), and guests who are of legal drinking age (21 years of age or older) may possess and consume alcoholic beverages (referred herein “alcohol”) within NYU residence halls in accordance with the following:

  • DRUG/ALCOHOL TESTING 8.1 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.

  • Drugs and Alcohol The Pupil may be given the opportunity to provide a biological sample under medical supervision if involvement with drugs is suspected, or a sample of breath to test for alcohol consumed in breach of School rules or policy. A sample or test in these circumstances will not form part of the Pupil's permanent medical record.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • SUBSTANCE ABUSE POLICY 6.6.1. Labor and Management are committed to providing employees with a drug-free and alcohol-free workplace. It is the goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of Labor and Management and the employees.

  • Anti-Money Laundering and Red Flag Identity Theft Prevention Programs The Trust acknowledges that it has had an opportunity to review, consider and comment upon the written procedures provided by USBFS describing various tools used by USBFS which are designed to promote the detection and reporting of potential money laundering activity by monitoring certain aspects of shareholder activity as well as written procedures for verifying a customer’s identity (collectively, the “Procedures”). Further, the Trust has determined that the Procedures, as part of the Trust’s overall anti-money laundering program and the Red Flag Identity Theft Prevention program, are reasonably designed to prevent the Fund from being used for money laundering or the financing of terrorist activities and to achieve compliance with the applicable provisions of the Fair and Accurate Credit Transactions Act of 2003 and the USA Patriot Act of 2001 and the implementing regulations thereunder. Based on this determination, the Trust hereby instructs and directs USBFS to implement the Procedures on the Trust’s behalf, as such may be amended or revised from time to time. It is contemplated that these Procedures will be amended from time to time by the parties as additional regulations are adopted and/or regulatory guidance is provided relating to the Trust’s anti-money laundering and identity theft responsibilities. USBFS agrees to provide to the Trust:

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