Common use of Site Access Testing and Dispatch Conditions Clause in Contracts

Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer will be required to provide notice to the union within two business days from the date they become aware of the results. The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired by the employer. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT).

Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer will be required to provide notice to the union within two business days from the date they become aware of the a non -negative results. The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for fails the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired by the employer. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT). Note: This principle does not apply to site transfers as that site access test occurs during the employment relationship.

Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker Worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner Owner or if the owner Owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual Individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer They will be required managed in the same manner as travel and/or camp violations, as the violation occurs outside of the work environment. The member may choose to provide notice voluntarily self-disclose/refer to the union within two business days from the date they become aware of the resultsCase Managed Aftercare program (SAE/RTWT/PAC/FUT). The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for fails the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired by the employer. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT).

Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer will be required to provide notice to the union within two business days from the date they become aware of the results. The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for fails the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired by the employer. The employer shall furnish the union with all pertinent documentation detailing site access prerequisites for each location, along with the associated costs of pre-access testing, to promote transparency among contractors and union representatives. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT).

Site Access Testing and Dispatch Conditions. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. If the Employer acting independently or as agent of the owner Owner or if the owner itself Owner imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. They will be managed in the same manner as travel and/or camp violations, as the violation occurs outside of the work environment. However, the employer will be required to provide notice to the union within two business days from the date they become aware of a non -negative results. The member may choose to voluntarily self-disclose/refer to the resultsCase Managed Aftercare program (SAE/RTWT/PAC/FUT). The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for fails the alcohol and/or drug test, refuses to test or is a no-show for the test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired by the employer. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT).

Site Access Testing and Dispatch Conditions. i. Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.7 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of site access testing in accordance with the Grievance Procedure set out in this Collective Agreement. ii. If the Employer acting independently or as agent of the owner or if the owner itself imposes site access testing, section 5.5 of the Canadian Model will not be applicable to testing pursuant to section 4.7. In addition, neither the Union nor the individual will be under any obligation under the Canadian Model with respect to such a positive test. iii. There will be no mandatory referrals for site access test failures or no shows for new hires, as no employment relationship has yet been established. However, the employer will be required to provide notice to the union within two business days from the date they become aware of the results. iv. The union shall be responsible for reimbursement to the employer, for the associated costs of the pre-access alcohol and drug tests, if the worker is dispatched (list hired) from the union hall and provides a non-negative result for fails the alcohol and/or drug test, refuses to test or is a no-show for the test. Two (2) workdays’ notice will be provided to the Union after receipt of a failed test. The union may seek reimbursement from the member for the costs reimbursed to the employer. This clause would not be applicable if the worker was name hired or recalled by the employer. . v. The member may choose to voluntarily self-disclose/refer to the Case Managed Aftercare program (SAE/RTWT/PAC/FUT). Note: This principle does not apply to site transfers as that site access test occurs during the employment relationship.