Common use of For Cause Testing Clause in Contracts

For Cause Testing. Drug and/or alcohol testing may be conducted on any employee at any time the City has reasonable suspicion that there is cause to believe that an employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: 5.1 Observation of drugs or alcohol on or about the employee’s person or in the employee’s vicinity; 5.2 Observation of conduct on the part of the employee that suggests that the employee is impaired or is under the influence of drugs or alcohol; time; 5.3 Receipt of a report of drug or alcohol use by an employee while at work; 5.4 Information that an employee has tampered with drug or alcohol testing at any 5.5 Negative job performance patterns by the employee; or 5.6 Excessive or unexplained absenteeism or tardiness. The supervisor will verbally inform the employee of the reason for the test. Additionally, a written record of the situation leading to the drug or alcohol test will be created and signed by the supervisor(s) within 24 hours of the event. A copy of the report will be forwarded to the Human Resources Department. The employee involved must stop work immediately and will be transported as soon as possible to the designated testing facility by a management/supervisory employee. The employee will not be allowed back to work until the results of the test are known.

For Cause Testing. (A) Drug and/or alcohol testing may be conducted on any employee at any time the City has reasonable suspicion that there is cause to believe that an employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: 5.1 (1) Observation of drugs or alcohol on or about the employee’s person or in the employee’s vicinity;. 5.2 (2) Observation of conduct on the part of the employee that suggests that the employee is impaired or is under the influence of drugs or alcohol; time;. 5.3 (3) Receipt of a report of drug or alcohol use by an employee while at work;. 5.4 (4) Information that an employee has tampered with drug or alcohol testing at anyany time. 5.5 (5) Negative job performance patterns by the employee; or. 5.6 (6) Excessive or unexplained absenteeism or tardiness. . (B) The supervisor will verbally inform the employee of the reason for the test. Additionally, a written record of the situation leading to the drug or alcohol test will be created and signed by the supervisor(s) within 24 hours of the event. A copy of the such report will be forwarded provided to the employee, as well as the Human Resources Department. . (C) The employee involved must stop work immediately and will be transported as soon as possible to the designated testing facility by a management/supervisory employee. The employee will not be allowed back to work until the results of the test are known.

For Cause Testing. Drug and/or alcohol testing may be conducted on any employee at any time the City has reasonable suspicion that there is cause to believe that an employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: 5.1 Observation of drugs or alcohol on or about the employee’s person or in the employee’s vicinity; 5.2 Observation of conduct on the part of the employee that suggests that the employee is impaired or is under the influence of drugs or alcohol; time; 5.3 Receipt of a report of drug or alcohol use by an employee while at workwork ; any time; 5.4 Information that an employee has tampered with drug or alcohol testing at anyat 5.5 Negative job performance patterns by the employee; or 5.6 Excessive or unexplained absenteeism or tardiness. The supervisor will verbally inform the employee of the reason for the test. Additionally, a written record of the situation leading to the drug or alcohol test will be created and signed by the supervisor(s) within 24 hours of the event. A copy of the report will be forwarded to the Human Resources Department. The employee involved must stop work immediately and will be transported as soon as possible to the designated testing facility by a management/supervisory employee. The employee will not be allowed back to work until the results of the test are known.

For Cause Testing. (A) Drug and/or alcohol testing may be conducted on any employee at any time the City has reasonable suspicion that there is cause to believe that an employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: 5.1 (1) Observation of drugs or alcohol on or about the employee’s person or in the employee’s vicinity; 5.2 (2) Observation of conduct on the part of the employee that suggests that the employee is impaired or is under the influence of drugs or alcohol; time; 5.3 (3) Receipt of a report of drug or alcohol use by an employee while at work; 5.4 (4) Information that an employee has tampered with drug or alcohol testing at anyany time; 5.5 (5) Negative job performance patterns by the employee; or; 5.6 (6) Excessive or unexplained absenteeism or tardiness. . (B) The supervisor will verbally inform the employee of the reason for the test. Additionally, a written record of the situation leading to the drug or alcohol test will be created and signed by the supervisor(s) within 24 hours of the event. A copy of the report will be forwarded to the Human Resources Department. . (C) The employee involved must stop work immediately and will be transported as soon as possible to the designated testing facility by a management/supervisory employee. The employee will not be allowed back to work until the results of the test are known.

For Cause Testing. Drug and/or alcohol testing may be conducted on any employee at any time the City has reasonable suspicion that there is cause to believe that an employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: 5.1 Observation of drugs or alcohol on or about the employee’s person or in the employee’s vicinity; 5.2 Observation of conduct on the part of the employee that suggests that the employee is impaired or is under the influence of drugs or alcohol; time; 5.3 Receipt of a report of drug or alcohol use by an employee while at work; 5.4 Information that an employee has tampered with drug or alcohol testing at anyany time; 5.5 Negative job performance patterns by the employee; or 5.6 Excessive or unexplained absenteeism or tardiness. The supervisor will verbally inform the employee of the reason for the test. Additionally, a written record of the situation leading to the drug or alcohol test will be created and signed by the supervisor(s) within 24 hours of the event. A copy of the report will be forwarded to the Human Resources Department. The employee involved must stop work immediately and will be transported as soon as possible to the designated testing facility by a management/supervisory employee. The employee will not be allowed back to work until the results of the test are known.