Employee Testing. Employees shall not be subject to random medical testing involving urine or other similar or related tests for the purpose of discovering possible drug or alcohol abuse however, if objective evidence exists establishing probable cause to believe an employee’s work performance is impaired due to drug or alcohol abuse, the employer will require the employee to undergo a medical test consistent with the conditions set forth in this Policy. An employee that is ordered to participate in a drug and alcohol test shall have the right to consult with the Medical Review Officer, Treating Physician or Attending Physician following the testing process.
Employee Testing. Employees shall not be subject to random medical testing involving urine or blood analysis or a similar or related test for the purpose of discovering possible drug or alcohol abuse. If, however, there is reasonable suspicion that an employee's work performance is currently impaired due to drug or alcohol abuse, the Employer may require the employee to undergo a medical test consistent with the conditions set forth in this Policy. This reasonable suspicion may be based upon the following: Involvement in a fatal or serious bodily injury accident or in an accident involving substantial property damage (i.e., in excess of $25,000; or An observable phenomena, such as direct observation of drug/alcohol use or the physical symptoms of being under the influence of a drug or alcohol; or An arrest or conviction of a drug related offense; or Involvement in a physical altercation while on duty.
Employee Testing. Employees will be required to undergo drug and/or alcohol testing as a condition of continued employment in order to ascertain prohibited drug use, as provided below:
Employee Testing. Unless otherwise required by law, employees shall not be subject to random urine testing, blood testing or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If the City has reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol use, the City may require the employee to undergo a drug and/or alcohol test consistent with the conditions set forth in this Appendix. Reasonable suspicion for the purposes of this article is defined as follows: The City’s determination that reasonable suspicion exists shall be based on specific, articulated observations concerning the appearance, behavior, speech or body odors of an employee.
Employee Testing. No employee will be tested for drug or alcohol abuse unless there exists reasonable suspicion to believe that the employee to be tested is under the influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the officer in charge of the unit. The officer in charge must document in writing who is to be tested and why the testing was ordered. Failure to follow any of these procedures shall result in the elimination of the test results as if no test had been administered. The test results shall be destroyed and no discipline shall be levied against the employee.
Employee Testing. Employees shall be subjected to random medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If there is a reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol abuse, the Employer will require the employee to undergo a medical test consistent with the conditions as set forth in this policy. This reasonable suspicion may be based on the following: Involvement in a fatal or serious bodily injury accident or in an accident involving substantial damage (exceeding $10,000.00); or An observable phenomena, such as direct observation or drug/alcohol use or the physical symptoms of being under the influence of a drug or alcohol; or A pattern of abnormal conduct or erratic behavior; or An arrest and conviction of a drug related offense; or Information provided by reliable and credible sources that have been independently corroborated.
Employee Testing. At Customer’s or Kelly’s request, Secondary Supplier will arrange for drug testing and criminal background checks for the employees assigned to Customer, the actual unmarked up cost of which will be passed through to Customer or Xxxxx in accordance with the payment procedures below. To the extent permitted by law, Secondary Supplier will ensure that every Secondary Supplier employee, regardless of the length of time such employee is expected to perform work for Customer, undergoes, has the results returned for, and passes, a five (5) panel drug screening test (which will include testing for marijuana, opiates/synthetic narcotics, cocaine, phencyclidine and amphetamines) before such employee performs any work for Customer. Secondary Supplier will not provide to Customer any employee whose drug screening test results are positive for illegal drugs or for the presence of prescription drugs (such as barbiturates, amphetamines, opiates, etc.), unless such employee has a current prescription and a valid medical reason for the use of such prescription drugs. For a drug test to be considered valid for purposes of this Section, the drug test must have been performed within 12 months prior to the date the Secondary Supplier employee first reports for work for a particular assignment with Customer. Customer will accept as valid, results of a drug test that was performed for the benefit of an affiliate of Customer, or another client of Secondary Supplier that is not affiliated with Customer, as long as the test was at least a five (5) panel drug screening test covering the same drugs noted above. If and to the extent Customer has or adopts a random drug testing policy, Secondary Supplier agrees to enforce such policy with respect to Secondary Supplier’s employees assigned to Customer, to the extent permitted by law. Secondary Supplier shall submit to Xxxxx an Expenditure Record, to be supplied by Xxxxx, for the actual unmarked up costs of the drug test at the rates set forth in the Addendum, provided that Secondary Supplier shall waive and shall not invoice Xxxxx for the costs of drug tests performed with respect to any Secondary Supplier employee if Secondary Supplier has billed a minimum of thirty (30) days for the work of such employee. At Kelly’s request, Secondary Supplier will ensure that each Secondary Supplier employee assigned to Customer undergoes, has the results returned for, and passes, a tuberculosis screening test before such employee performs any work ...
Employee Testing. The Employer agrees to train all supervisors to recognize behaviors which may give rise to a suspicion test request. It is agreed that the employer will regularly train supervisors as to the proper procedures for dealing with a possible substance abuse and that this training will be provided, at minimum, once every two years. A supervisor may order an employee to immediately submit to a urinalysis test for drugs and/or a breathalyzer test for alcohol whenever the City has reasonable suspicion to believe that the employee has violated the provisions of this Policy concerning reporting to work or being at work “under the influence” of drugs or alcohol.
Employee Testing. Any employee who has a reasonable belief that they have been exposed to Coronavirus shall be permitted to take time off of work, without loss of pay, to be tested for same.
Employee Testing. Employees shall not be subjected to random medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If, however, objective evidence exists establishing probable cause to believe an employee’s work performance is impaired due to drug or alcohol abuse, the Employer will require the employee to undergo a medical test consistent with the conditions as set forth in this policy. Involvement in a fatal or serious bodily injury accident or in an accident involving substantial damage (exceeding $30,000); or an observable phenomena, such as direct observation or drug/alcohol use or the physical symptoms of being under the influence of a drug/alcohol; or A pattern of abnormal conduct or erratic behavior; Or An arrest and conviction of a drug related offense; Or Information provided by reliable and credible sources that have been independently corroborated.
