DRUGS AND ALCOHOL IN THE WORKPLACE Sample Clauses

DRUGS AND ALCOHOL IN THE WORKPLACE. ZERO TOLERANCE Where required urine Drug tests may be requested. In each instance the relevancy of the test will be stated. This makes it a workplace issue if:
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DRUGS AND ALCOHOL IN THE WORKPLACE. The Company is committed to providing a safe work environment for all employees. The Company is responsible under various OHS legislative for providing a working environment that is safe and which minimise risk to the health and safety. All employees have a responsibility to co-operate with the company to maintain a safe working environment. The Company identifies the use of drugs and alcohol in the workplace as a major occupational health and safety risk factor. To this end, any employee found in possession of, consuming or affected by alcohol or illicit drugs on company operating plant premises during working hours will be subject to Disciplinary Procedures and may include Summary Dismissal. If however, any employee believes that they have a dependency problem and wish assistance form the company to resolve the problem, they should approach the site superintendent who will then advise management. The employee will then have to undergo counselling/rehabilitation and not be under the influence of drugs or alcohol in the workplace in the future. Under such approaches made by an employee would be strictly confidential and treated on its merits.
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DRUGS AND ALCOHOL IN THE WORKPLACE. City agrees to amend City Council Policy 4004, "Drugs and Alcohol in the Workplace," to define the specific and articulable behaviors which constitute "reasonable suspicion" for drug and alcohol testing, and POA agrees that the policy, as amended, applies to its members, but that random testing will not apply to Association members.
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DRUGS AND ALCOHOL IN THE WORKPLACE. ‌ Where the workplace is under the control of a host trainer, you must abide by all the requirements of the Drug and Alcohol Policy in place at that workplace. If you can’t access your host’s policy, then you shall follow our policy as under: ♦ Employees shall not use and/or consume alcohol or illegal drugs during working hours. ♦ Employees who have consumed alcohol or illegal drugs prior to commencing work, and who are affected to the extent that they: o are unable to perform their work duties to a satisfactory standard o have impaired judgment o are putting at risk their health and safety, and/or the health and safety of others o shall not commence work. ♦ Should an employee have already commenced work under the influence of alcohol or illegal drugs, and exhibits behaviour that puts at risk their health and safety, and/or the health and safety of others, then the host trainer shall contact an Apprenticeships Queensland Employment Consultant who will report the incident to the General Manager. ♦ If an employee is taking prescription drugs under the supervision of a medical practitioner, and that medication makes the employee drowsy or impairs judgment, the employee shall not operate machinery or equipment. Please note that Apprenticeships Queensland has established a Drug and Alcohol Management Program. This means that you may be required to submit to a random drug and alcohol test under our policy. If your host has a Drug and Alcohol Management Program that includes random testing, you may be required to submit to a random drug and alcohol test under their policy. Behaviour contrary to these instructions will be dealt with under the provisions of “The Vocational Education, Training and Employment Act 2000.” ANTI-SMOKING (Construction Sites)‌ In addition to the health issues surrounding smoking in the workplace, many building sites have supplies of flammable materials and substances present. Smoking in these environments is an unacceptable hazard due to the risk of fire or explosion. The policy seeks to eliminate this hazard. Policy Statement • No employee of Apprenticeships Queensland is permitted to smoke within the boundary of any site (including residential, commercial or industrial sites) during working hours.
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Related to DRUGS AND ALCOHOL IN THE WORKPLACE

  • 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.

  • 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.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • 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.

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

  • 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.

  • 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.

  • 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:

  • 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.

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