Random, Post-Accident and Reasonable Suspicion Testing Sample Clauses

Random, Post-Accident and Reasonable Suspicion Testing. 21 A positive test for any of the prohibited drugs will be just cause for immediate termination. An 22 alcohol test showing a blood alcohol level of .04 or higher will be just cause for immediate 23 termination. An alcohol test result of .02 but lower than .04 will be just cause for:
Sample 1Sample 2See All (8)
AutoNDA by SimpleDocs
Random, Post-Accident and Reasonable Suspicion Testing. Employees shall be tested in accordance with federally mandated laws on a random, post-accident, and reasonable suspicion basis for alcohol misuse and controlled substance use. Non-CDL holders operating a district vehicle shall be subject to reasonable suspicion and/or post-accident testing. In the event a test under any of the above circumstances for controlled substances is positive, it may be confirmed at employee's request. In the event an employee tests positive for any of the five (5) controlled substances specified in the law, this shall be cause for termination of employment. In the event an employee tests greater than 0.02 for alcohol, a confirming test will be administered after fifteen (15) minutes and before twenty (20) minutes has elapsed since the first test. In the event an employee tests greater than 0.04 for alcohol, this shall be cause for termination of employment. In the event a confirmed employee's test results are between 0.02 and 0.04 for alcohol, said employee shall be removed from duty for at least twenty-four (24) hours. An employee testing between 0.02 and 0.04 may be subject to disciplinary action up to and including termination. The employer may require a mandatory referral for an alcohol evaluation in the event employment is not terminated. The District will allow seven (7) working days for the employee to complete the mandatory referral. The employee must abide by the recommendations provided by the agency doing the evaluation prior to the return to work. Noncompliance will result in termination for cause. During this referral period, said employee will be on leave without pay.
Sample 1Sample 2
Random, Post-Accident and Reasonable Suspicion Testing. Employees shall be tested in 16 accordance with federally mandated laws on a random, post-accident, and reasonable suspicion basis for 17 alcohol misuse and controlled substance use. In the event a test under any of the above circumstances for 18 controlled substances is positive, it may be confirmed at employee's request. 19 20 In the event an employee tests positive for any of the five (5) controlled substances specified in the law, this 21 shall be cause for termination of employment. 22
Sample 1

Related to Random, Post-Accident and Reasonable Suspicion Testing

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • Supervisor's Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent at the end of the probationary period, which report shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action:

  • Reasonable Cause Testing Reasonable cause for testing is a belief that an employee is under the influence of a drug and/or alcohol based on specific facts and/or reasonable inferences derived from those facts. An observing supervisor shall describe and document the following: -Specific observations concerning the appearance, behavior, speech or performance of the employee; and/or -Violation of safety rule or other unsafe work incident which, after investigation, leads the supervisor(s) to believe that drug and/or alcohol use may be a contributing factor; and/or -Other physical, circumstantial or immediate indicators of drug and/or alcohol use.

  • Industrial Accident and Illness Leave shall be granted for illness or injury incurred within the course and scope of an employee's assigned duties. The employee who has sustained a job-related injury shall report the injury on an Office approved accident form to the immediate supervisor within twenty-four (24) hours. An employee shall report any illness, in writing, to the immediate supervisor within twenty-four (24) hours of knowledge that the illness is an alleged industrial illness. Requirements for such leave shall be:

  • Post-Accident Testing a. The City may require a Covered Employee who caused, or may have caused, an Accident, based on information known at the time of the Accident, to submit to drug and/or alcohol testing.

  • Industrial Accident and Illness Leave Section 44984 of the Education Code is supplemented as follows:

  • Enterprise Information Management Standards Grantee shall conform to HHS standards for data management as described by the policies of the HHS Office of Data, Analytics, and Performance. These include, but are not limited to, standards for documentation and communication of data models, metadata, and other data definition methods that are required by HHS for ongoing data governance, strategic portfolio analysis, interoperability planning, and valuation of HHS System data assets.

  • Professional Growth and Improvement Plans A. Professional growth and improvement plans shall be developed as follows:

  • Post-Accident a. The City may require a covered employee who was involved in an event that meets any of the following criteria to submit to drug and/or alcohol testing:

Time is Money Join Law Insider Premium to draft better contracts faster.