Drug and or Alcohol Testing. To provide a means to deter and detect substance abuse and to ensure that employee are fit for duty, the City of Richmond Heights', Division of Police employees shall be required to submit to drug and/or alcohol testing under the following circumstances. The City of Richmond Heights, Division of Police shall adopt the guidelines of the Department of Health and Human Services, DHHS, “Mandatory Guidelines for Federal Workplace Drug Testing Programs”, and subsequent amendments hereto. These guidelines shall be administered by a third party administrator engaged on behalf of the City of Richmond Heights, Division of Police. The Third Party Administrator shall adopt procedures for the following: split specimen collection procedures, Chain-of-custody procedures, laboratory qualifications, testing methodologies, quality control procedures, and reporting requirements.
Drug and or Alcohol Testing. A. Pre-employment Physicals
Drug and or Alcohol Testing. If an employee or job applicant refuses to take an alcohol or drug test, no test shall be given. However, if an employee refuses a test, they will be considered insubordinate and will be subject to disciplinary action, up to and including termination of employment. A job applicant who refuses to take a drug or alcohol test shall be deemed to have withdrawn their application for employment. No employee or job applicant who refuses to undergo drug or alcohol testing of a blood sample upon religious grounds shall be deemed to have refused unless the employee or job applicant also refuses to undergo drug or alcohol testing of a urine sample. Within three (3) working days after receipt of a test result report, the County will inform the employee or job applicant of a negative test result on an initial screening test or of a negative or positive test result on a confirmatory test, and of the employee’s or job applicant’s right to request and receive from the County a copy of the test result report. An employee or job applicant who tests positive for drug use will be given written notice of the right to explain the positive test, and the County may request that the employee or job applicant indicate any over-the-counter or prescription medication that the individual is currently taking or has recently taken and any other information relevant to the reliability of, or explanation for, a positive test result. An employee or job applicant has a right to offer the County a written explanation of a positive test result on a confirmatory test within three (3) working days after notice of the positive test result. They also have the right to request within five (5) working days after notice of a positive test result a confirmatory retest of the original sample at another licensed testing laboratory at the employee’s or job applicant’s own expense. Consequences of Violations An employee violating this policy may be referred to treatment and/or be subject to disciplinary action up to and including termination of employment. Each situation will be reviewed on a case-by-case basis evaluating the severity and circumstances involved. An employee will not be disciplined or discharged on the basis of a positive test result that has not been verified by a confirmatory test. An employee will not be discharged based on the employee’s first confirmed positive test result unless:
Drug and or Alcohol Testing. Drug and/or alcohol testing of employees are a deterrent to drug and/or alcohol abuse. Testing assists Management in its efforts to detect drug and/or alcohol problems within County’s workforce. Tested employees may be required to immediately: (1) undergo hospitalization for medical attention; (2) submit to medical examinations; and/or (3) submit to blood, urinalysis and/or breathalyzer tests to determine the presence of illegal controlled drugs and/or alcohol in the employee’s body. County will maintain screening practices to identify current employees who are under the influence of illegal controlled drugs and/or alcohol. It shall be a condition of continued employment for all employees to submit to drug and/or alcohol testing under the following circumstances:
Drug and or Alcohol Testing. Defendant understands and agrees that he/she may be subject to drug and/or alcohol testing if referred to treatment through NICASA and that any positive tests for alcohol, cannabis, or any other illegal substance shall be reported to the Compliance Unit and/or the SAO and that any such positive test is grounds for the SAO to revoke and terminate this Agreement and/or to amend this Agreement to require additional conditions in the discretion of the SAO. Defendant understands and agrees that he/she may be required to submit to random testing of urine and/or breathalyzer and/or blood testing through Adult Probation Services as directed by a member of the SAO, Adult Probation Services, and/or the Compliance Unit and that any such positive test is grounds for the SAO to revoke and terminate this Agreement and/or to amend this Agreement to require additional conditions in the discretion of the SAO. Defendant shall only be required to submit to such testing if specifically referred to NICASA for treatment under paragraph 6 and/or specifically required to submit to such testing through Adult Probation Services under paragraph 9. Any positive tests for alcohol will only be considered a violation of the Agreement if the defendant is specifically prohibited from consuming or possessing alcohol under paragraph 10. See also paragraphs 9 and 13.
Drug and or Alcohol Testing. 30.01 All employees will be subject to drug and/or alcohol testing after an accident or incident where there was the potential for serious injury or property damage. Should such tests be positive, disciplinary action will be taken.
Drug and or Alcohol Testing. 1. An IFC will not be required to take a random Drug and/or Alcohol test on her/his days off. An IFC will not normally be called to the airport to take non-random tests on her/his days off, except as required by applicable federal regulations.
Drug and or Alcohol Testing
