Reasonable Suspicion Alcohol and Drug Testing Clause Samples
The Reasonable Suspicion Alcohol and Drug Testing clause authorizes an employer to require an employee to undergo alcohol or drug testing if there is a justified belief that the employee is under the influence while at work. Typically, this clause outlines the circumstances or behaviors—such as erratic conduct, slurred speech, or workplace accidents—that may trigger testing, and may specify the procedures for conducting such tests. Its core function is to maintain a safe and productive work environment by providing a clear process for addressing suspected substance abuse, thereby reducing risks associated with impaired performance.
Reasonable Suspicion Alcohol and Drug Testing. Reports of reasonable suspicion go immediately to the immediate supervisor who notifies the Agency Head or designee, and will be documented. The affected employee is relieved from duty and shall immediately meet with the Facility/Program Administrator or designee to discuss the matter, assess the situation, and to determine the appropriate course of action, which may not necessarily require a substance abuse test. 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. 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 ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇, Suite 500 Lincoln, NE 68512 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. Name Badge # (if appropriate) Please complete both portions of this form and return to: Appropriate Agency Accounting Office 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 of moving expenses shall be made only with the prior written approval of the agency head. The written agreement shall include a listing of the items that will be reimbursed.
Reasonable Suspicion Alcohol and Drug Testing. Reports of reasonable suspicion go immediately to the Work Site Coordinator who notifies the Facility/Program Administrator or designee, and will be documented. The affected employee is relieved from duty and shall immediately meet with the Facility/Program Administrator or designee to discuss the matter, assess the situation, and to determine the appropriate course of action, which may not necessarily require a substance abuse test. Appropriate course of action could include:
Reasonable Suspicion Alcohol and Drug Testing. Reports of reasonable suspicion go immediately to the Work Site Coordinator who notifies the Facility/Program Administrator or designee, and will be documented. The affected employee is relieved from duty and shall immediately meet with the Facility/Program Administrator or designee to discuss the matter, assess the situation, and to determine the appropriate course of action, which may not necessarily require a substance abuse test. Appropriate course of action could include:
a. supplemental training
b. supervisory counseling
c. EAP referral, or treatment referral to a licensed substance abuse professional
d. Performance Improvement Plan
e. Depending on the situation, possible disciplinary action could be ensued. 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. The agency 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.