Common use of Pre-Placement Testing Clause in Contracts

Pre-Placement Testing. If required by a building owner or manager, or at the election of the Employer, all newly hired employees into a building may be given urine or breath tests to detect alcohol and/or illegal or non-prescribed controlled substances, excluding marijuana and cannabis, in their systems. Positive test results for controlled substances or alcohol will be considered in making the final employment decision. Such testing will also apply to individuals who reapply for employment after leaving the Employer either through resignation or termination. Refusal to undergo an alcohol or controlled substances test will be grounds for the denial of employment or re- employment. BOLR and the Union acknowledge that the Union does not represent any individual who is not employed by an Employer of the BOLR at the time of the individual’s application for any position, nor has the Union entered into negotiations on behalf of any individual who is an applicant for employment. Rather, BOLR has unilaterally incorporated this provision into this policy. When there is a change of contractors in a building, drug testing will take place only if required by building management or ownership. Proof of such demand by building management or ownership will be provided to the Union upon request. If an employee tests positive, the employee will be entitled to treatment under Section III (C) and will not be terminated.

Pre-Placement Testing. If required by a building owner or manager, or at the election of the Employer, all newly hired employees into a building may be given urine or breath tests to detect alcohol and/or illegal or non-prescribed controlled substances, excluding marijuana and cannabis, substances in their systems. Positive test results for controlled substances or alcohol will be considered in making the final employment decision. Such testing will also apply to individuals who reapply for employment after leaving the Employer either through resignation or termination. Refusal to undergo an alcohol or controlled substances test will be grounds for the denial of employment or re- re-employment. BOLR and the Union acknowledge that the Union does not represent any individual who is not employed by an Employer of the BOLR at the time of the individual’s application for any position, nor has the Union entered into negotiations on behalf of any individual who is an applicant for employment. Rather, BOLR has unilaterally incorporated this provision into this policy. When there is a change of contractors in a building, drug testing will take place only if required by building management or ownership. Proof of such demand by building management or ownership will be provided to the Union upon request. If an employee tests positive, the employee will be entitled to treatment under Section III (C) and will not be terminated.