Reasonable Suspicion Testing Sample Clauses

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:
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Reasonable Suspicion Testing. All Employees Performing Safety-Sensitive Functions
Reasonable Suspicion Testing a. Reasonable suspicion to test a Covered Employee will exist when contemporaneous, articulable and specific observations concerning the symptoms or manifestations of impairment can be made. These observations shall be documented on the Reasonable Suspicion Report Form attached to this Appendix as Exhibit B. At least three (3) indicia of drug or alcohol impairment must exist, in two (2) separate categories, as listed on the Reasonable Suspicion Report Form. In the alternative, the employer representatives must confirm direct evidence of drug or alcohol impairment as listed on the Reasonable Suspicion Report Form.
Reasonable Suspicion Testing. A. Reasonable suspicion testing for alcohol, marijuana or controlled substances may be directed by the Employer for any employee when there is reason to suspect that alcohol, marijuana or controlled substance usage may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or others. Specific objective grounds must be stated in writing that support the reasonable suspicion.
Reasonable Suspicion Testing. An employee shall submit to and be tested at the request of a Trained Supervisory Employee in the event that sufficient information exists to support a position of reasonable suspicion that the employee may be under the influence of a controlled substance, an illegal substance, and/or alcohol. A “
Reasonable Suspicion Testing. All Employees Performing Safety-Sensitive Functions, and All University Employees in Bargaining Units B and E
Reasonable Suspicion Testing a. Where the Agency has a reasonable suspicion that en employee is under the influence of any alcoholic intoxicants or controlled substances, including marijuana, or has a controlled substance, including marijuana, present in the body, the Agency may require that the employee immediately consent and submit to field and impairment tests and sampling (blood, urine or Breathalyzer test) at an approved laboratory. The Agency shall pay for the costs of the tests. A refusal to consent and submit to any of these tests shall be deemed the same as a positive test result.
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Reasonable Suspicion Testing. All Employees Performing Safety- Sensitive Functions, and all Department of Transportation, and Washington State Patrol Employees
Reasonable Suspicion Testing. No employee shall be required to submit to drug or alcohol 46 testing without reasonable suspicion except as otherwise required by law or this agreement. All 1 drug and alcohol testing shall be conducted in accordance with District policy and procedures for 2 drug and alcohol testing.
Reasonable Suspicion Testing. An employee may be required to submit to urinalysis drug screening or alcohol breath testing based on reasonable suspicion. Reasonable suspicion means a belief, drawn from specific objective facts and reasonable inferences drawn from those facts in light of experience, that an employee is using or may have used drugs or alcohol in violation of this Agreement or a departmental work rule. By way of example only, reasonable suspicion may be based upon any of the following:
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