EMPLOYEE DRUG AND ALCOHOL TESTING. 35.1 The parties agree the workplace should be free from the risks posed by the use of alcohol or illegal use of controlled substances in order to protect the safety of employees and the public. The manufacture, distribution, illegal possession, or unlawful use of a controlled substance or alcohol in the workplace is prohibited. An employee assistance program is available to employees with personal problems, including those associated with alcohol or controlled substances use.
EMPLOYEE DRUG AND ALCOHOL TESTING. PURPOSE: To preserve Department security and to protect the personal safety of fellow employees, volunteers, offenders, and the general public, employees, contract personnel, and volunteers shall not be permitted to perform their duties or enter upon the premises of departmental facilities or offices while under the influence of alcohol, the illegal use of drugs, and/or controlled substances. APPLICABILITY: All employees of the Department, however, employees with commercial driver’s licenses will be subject to testing as specified by the Federal Department of Transportation.
EMPLOYEE DRUG AND ALCOHOL TESTING. The School District and the Education Interpreters Group have a commitment to provide a drug-free and alcoholfree school environment for all employees and students of District 742. The District and the Education Interpreters Group agree to the terms and conditions which are set forth in School District Policy Number 416, Employee Drug and Alcohol Testing Policy (including Administrative Guidelines on such policy), which was revised by the Board of Education on April 26, 2001. This Board Policy and Administrative Guidelines will allow the District (under the conditions specified in the Policy and/or Guidelines) to require an employee to submit to drug and/or alcohol testing. If there is a change to the Policy/Guidelines that affects terms and conditions of employment, then the implementation of the Policy/Guidelines will be subject to negotiations.
EMPLOYEE DRUG AND ALCOHOL TESTING. 27.1 The right to develop and implement alcohol and drug testing programs. PURPOSE: To protect the personal safety of employees, State property and the general public. Employees shall not be permitted to perform their duties or enter upon the premises of the Employer while under the influence of alcohol, the illegal use of drugs, and/or controlled substances. It is not the intent of the Employer to take disciplinary action as a direct consequence of receiving a confirmed positive result. However, nothing prohibits the employee from being subject to disciplinary action for inappropriate or illegal acts performed while under the influence of the illegal use of a controlled substance while on duty. The Employer may take disciplinary action only for just cause, with consideration to mitigating information, as a result of the employee’s inability to perform required duties. The employee retains his/her grievance rights provided for in the NAPE/AFSCME Labor Agreement. APPLICABILITY: All employees, however, employees with commercial driver’s licenses will be subject to testing as specified by the Federal Department of Transportation. Testing to be conducted by the Employer or contracted licensed vendor hired by the Employer. The following situations/conditions may require tests to be conducted of employees. For employees, failure or refusal to submit to such tests may result in disciplinary action:
EMPLOYEE DRUG AND ALCOHOL TESTING. Alcoholism and drug abuse or addiction is recognized by the parties as interfering with the Employer’s services and as posing a danger to the public’s health and safety, as well as that of the employee. It is recognized that the Employer and the employees have the right to insist on an alcohol and drug free environment, and to be free from direction by any individual where probable cause exists to believe that individual to be under the influence of alcohol or drugs. The parties agree to cooperate in encouraging employees afflicted with alcoholism or drug addiction to undergo a coordinated rehabilitation program.
EMPLOYEE DRUG AND ALCOHOL TESTING. The School District and the Association have a commitment to provide a drug-free and alcohol-free school environment for all employees and students of District 742. The District and the Association agree to the terms and conditions which are set forth in School District Policy Number 416, Employee Drug and Alcohol Testing Policy (including Administrative Guidelines for implementing the Employee Drug and Alcohol Testing Policy - Non-CMV Employees), which was adopted by the Board of Education on November 30, 1995 and revised March 8, 2017. This Board Policy and Administrative Guidelines will allow the District (under the conditions specified in the Policy and/or Guidelines) to require an employee to submit to drug and/or alcohol testing. If there is a change to the Policy/Guidelines that affects terms and conditions of employment, then the implementation of the Policy/Guidelines will be subject to negotiations.
EMPLOYEE DRUG AND ALCOHOL TESTING. 49.1 Department of Transportation regulations with regard to drug and alcohol testing of employees utilizing municipal vehicles and equipment will be implemented and enforced. All employees will be subject to random drug and alcohol testing pursuant to the same rules and regulations in effect for CDL holders.
EMPLOYEE DRUG AND ALCOHOL TESTING. The parties agree the workplace should be free from the risks posed by the use of drugs and/or alcohol in order to protect the safety of employees and the public. The manufacture, distribution, improper possession, or unlawful use of a substance in the workplace is prohibited. An employee assistance program is available to employees with personal problems, including those associated with alcohol or drugs. In order to protect the safety of employees and the public, the State Patrol Superintendent and/or Agency Head agrees to meet and confer with the Council regarding development of the policy for drug/alcohol testing. APPENDIX A AUTHORIZATION FOR PAYROLL DEDUCTION STATE LAW ENFORCEMENT BARGAINING COUNCIL I hereby authorize the deduction of $ _ from my monthly paycheck to be forwarded to the State Law Enforcement Bargaining Council as monthly dues and to ensure benefits as a member in good standing. Name Badge # (Please print) (if appropriate) Social Security Number Date Duty Station or Location Troop Area or Division This authorization will be forwarded to the appropriate Agency Accounting Office. Signature Name Badge # (if appropriate) Home Address Home Telephone Number Spouse's Name Please complete both portions of this form and return to: State Law Enforcement Bargaining Council 000 XX 00xx Xxxxxx Xxxxxxx, XX 00000 APPENDIX B REVOCATION OF PAYROLL DEDUCTION STATE LAW ENFORCEMENT BARGAINING COUNCIL I hereby revoke my written authorization for payroll deduction for membership in the State Law Enforcement Bargaining Council. Name Badge # (Please print) (if appropriate) Social Security Number Date Duty Station or Location Troop Area or Division This revocation will be forwarded to the appropriate Agency Accounting Office. Signature REVOCATION OF PAYROLL DEDUCTION Name Badge # (if appropriate) Please complete both portions of this form and return to: Appropriate Agency Accounting Office APPENDIX C - MOVING EXPENSES Employees who are relocated to another geographical location for the benefit of the employing agency shall be reimbursed for moving expenses. Employees relocating to another geographical area at their own request, for their personal benefit need not be reimbursed for expenses incurred. Whether or not a relocation is for the benefit of the employing agency shall be determined on an individual basis by the agency head. The decision of the agency head is a non-grievable issue. Promotions may be considered as a benefit to the employing agency. Payment ...
EMPLOYEE DRUG AND ALCOHOL TESTING. 49.1 Department of Transportation regulations with regard to drug and alcohol testing of employees utilizing municipal vehicles and equipment will be implemented and enforced. All employees will be subject to random (and, effective November 7, 2018, reasonable suspicion) drug and alcohol testing pursuant to the same rules and regulations in effect for CDL holders. Reasonable suspicion is the quantum of knowledge sufficient to induce an ordinary prudent and cautious person to act under the circumstances. Reasonable suspicion must be directed at a specific person and be based on specific and articulable facts and the logical inferences and deductions that can be drawn from those facts. Reasonable suspicion may be based on, among other things, observable phenomena, such as direct observation of use and/or physical symptoms o f using or being under the influence of illegal controlled substances or alcohol, such as, but not limited to, slurred speech; disorientation; a pattern o f abnormal conduct or erratic behavior; conduct or behavior which warrants Town inquiry because o f a direct bearing on the mental facilities o f the employee on the health and safety of others; action(s) inconsistent with normal conduct or behavior; or information provided either by reliable and credible sources or that is independently corroborated.
EMPLOYEE DRUG AND ALCOHOL TESTING. Section 25.0 In the interest of maintaining a safe, healthy, and efficient workplace for all employees, and to protect the College’s property, information, equipment, and reputation, the parties agree that a program to test for drug and alcohol use will be implemented. The purpose of the program is to help in the treatment and elimination of drug and alcohol use and abuse in the workplace. Testing will be required when reasonable cause exists in the workplace to conduct such a test. The Employer shall be responsible to pay for the costs of any such tests. The parties agree that any testing program implemented by the employer will protect the employee’s rights to privacy, freedom from unreasonable searches, and due process. The parties also agree that the testing program shall be conducted in accordance with the provisions outlined in Sections 48-1901 through 48-1910 of the Nebraska Revised Statutes relating to drug and alcohol testing of employees. The provisions outlined in the Nebraska Drug Testing Act relating to the methods employed to test, and the use, requirements, release, and disclosure of test results, specimen preservation, and chain of custody, will control the manner in which the testing program is conducted. Except for a confirmatory breath test as provided in Section 48-1903, all confirmatory tests shall be performed by a clinic, hospital, or laboratory which is certified pursuant to the federal Clinical Laboratories Improvement Act of 1967, 42 U.S.C. 263a. For purposes of the testing program, the employee shall be considered to be on work time pertaining to the administration of drug and alcohol testing, including overtime. All time used under this testing process shall be considered time worked for purposes of wages and overtime. Employees may be allowed a leave of absence for treatment. Employees participating in a rehabilitation program shall be entitled to use their accumulated but unused vacation, holiday, comprehensive time, or other accrued leave time. Nothing herein shall be construed to diminish any rights which may apply under the ADA, FMLA, or other relevant laws or the employer’s right to take appropriate disciplinary action. Recommendation for intervention, counseling, or rehabilitation will not be made by the employer without certified positive test results. The testing vendor will contact the employee to discuss the results. A copy of the test results shall be provided to the employee. Discussion by the Employer with an emplo...
