DRUGFREE WORKPLACE Sample Clauses

DRUGFREE WORKPLACE. The purpose of this policy is to provide a drug and alcohol free workplace for the protection and well-being of the City, its employees, property, equipment, operations, and the public it serves. Employees are expected to report to work drug and alcohol free in order to enable safe and efficient job performance. Employees are expected to engage in activities while on-the-job, while on City premises, or in the scope and course of employment, which are appropriate for the work environment and do not compromise the City’s integrity or interest in maintaining a safe, secure and drug and alcohol free workplace. Employees being treated with a drug or controlled substance that might adversely affect their ability to perform their essential job duties shall provide a written statement from their doctor regarding their ability to safely and effectively perform these duties. Employees are not required to divulge what drug or controlled substance they are being treated with or the medical condition necessitating the need for treatment, unless the City requests this information in accordance with applicable laws. SUBSTANCES TESTED The City will test for the following substances:
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DRUGFREE WORKPLACE. 28.1 The Union and City understand the importance of maintaining a drug and alcohol free workplace. Employees under this collective bargaining agreement shall comply with the City’s Drugfree Workplace Policy as revised 6/1/98, and those DOT-covered employees possessing and utilizing CDLs for City business will be subject to random and reasonable suspicion drug testing in accordance with the City’s Drug and Alcohol Testing Policy. DATED AT KENNEWICK, WASHINGTON this 10th day of December, 2021. INTERNATIONAL UNION OF CITY OF KENNEWICK, OPERATING ENGINEERS, WASHINGTON LOCAL NO. 280 MAYOR BUSINESS MANAGER BUSINESS REPRESENTATIVE CITY MANAGER ATTEST: CITY CLERK EXHIBIT "A"‌ January 1, 2022 – The City will implement the attached salary schedule (Exhibit A) with no additional increase to base wages. January 1, 2023 – The City will increase base wages by 100% of CPI-U, All-Cities (July-July), with a minimum of 2.5% and maximum of 4%. January 1, 2024 – The City will increase base wages by 100% of CPI-U, All-Cities (July-July), with a minimum of 2.5% and maximum of 4%. Grounds M&CCs employed prior to January 1, 2022 who were required to obtain a CDL as a condition of employment and who continue to maintain a CDL will receive an additional $0.44/hour in pay for the duration of their employment as Parks M&CCs. An employee promoted to a position in a higher range shall be advanced to the first step in that range which provides a wage increase.
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DRUGFREE WORKPLACE. The Contractor certifies to the Owner that the Contractor will provide a drug-free Workplace, as required by applicable law.
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DRUGFREE WORKPLACE. PATCHES agrees that it shall maintain a drug­free workplace during the term of this contact. PATCHES represents and warrants that it currently has or will have prior to services being rendered, a drug­free workplace program that complies with the following requirements:
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DRUGFREE WORKPLACE. The School shall be a drug­free workplace pursuant to the 16 Sponsor’s rules.
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DRUGFREE WORKPLACE 
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Related to DRUGFREE WORKPLACE

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • 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 Free Workplace Act The Contractor will assure a drug-free workplace in accordance with 45 CFR Part 76.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions:

  • DRUG-FREE WORKPLACE FORM The Drug-Free Workplace Form is attached and shall be completed and submitted with your bid.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Drug Free Work Place Grantee shall establish and maintain a drug-free work place policy.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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