Reasonable Suspicion Testing of Employees Sample Clauses

Reasonable Suspicion Testing of Employees. All employees must submit to tests for alcohol and/or controlled substances when the employee is reasonably suspected of being impaired or affected by drug or alcohol use. The Employer may test an employee if the Employer has reasonable suspicion to believe, based upon the employee’s behavior or conduct at the Employer’s premises or during work time, that the employee has demonstrated observable, physical symptoms or actions which are generally recognized as symptomatic or consistent with the symptoms of drug and/or alcohol use. The observations shall be made by a manager/supervisor, and will not be based on third party observations unless such observations are made by law enforcement personnel or verified by a supervisor/manager prior to employee testing. Reasonable suspicion determinations will be made by a company manager/supervisor trained to detect signs and symptoms of drug and alcohol use; and who reasonably concludes that an employee may be adversely affected or impaired in his or her work performance due to prohibited substance abuse or misuse. A reasonable suspicion referral for testing will be made on the basis of specific appearance, behavior, speech, or body odor of the employee. Observing managers/supervisors must make a written statement of their observations within forty-eight (48) hours of the incident. An employee tested for "Reasonable Suspicion" will be immediately suspended from all duties pending the outcome of the test(s). Any positive finding will result in disciplinary action up to and including termination.
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Related to Reasonable Suspicion Testing of Employees

  • 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.

  • Employee Who Acts as Representative Where an employee wishes to represent at a meeting with the Employer, an employee who has presented a grievance, the Employer will, where operational requirements permit, grant leave with pay to the representative when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable.

  • Fingerprinting of Employees The Fingerprinting/Criminal Background Investigation Certification must be completed and attached to this Agreement prior to Consultant’s performing of any portion of the Services.

  • Reporting of Total Compensation of Subrecipient Executives I. Applicability and what to report. Unless you are exempt as provided in paragraph [4.]of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if—

  • HIRING OF EMPLOYEES Company and Shareholders shall cooperate with all requests made by Pentegra for the purpose of allowing Pentegra to hire those non-dentist employees of Company designated by Pentegra, such employment to be effective as of the Closing Date. Notwithstanding the above, Company and Shareholders shall remain liable under any Company Plans for any claims incurred by any employees or their spouses or dependents, and for all compensation, bonuses, benefits and other such items and other liabilities related to Company's employees incurred by Company prior to the Closing Date.

  • EVALUATION OF EMPLOYEES Section 1. Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will:

  • Leave of Absence for Employees Who Serve as Local Coordinators for the Ontario Nurses' Association An employee who serves as Local Coordinator for the Ontario Nurses' Association shall be granted leave of absence without pay up to a total of thirty-five (35) days annually. Leave of absence for Local Coordinators for the Ontario Nurses' Association will be separate from the Union leave provided in (a) above.

  • 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.

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