Substance Testing. To the extent that the Employer implements a Substance Testing Program that is applicable to employees covered by this Agreement the following minimal standards shall apply:
Substance Testing. Alcoholism, drug addiction, or drug abuse (the abuse of a legal drug) are recognized by the parties as interfering with the Department's services and as posing a danger to the public's health and safety. The Employer has the right to insist on an alcohol and drug-free environment. The parties agree to cooperate in encouraging employees afflicted with alcoholism, drug addiction, or drug abuse to undergo a coordinated rehabilitation program. The Chief or the City Manager may order any employee of the Department to undergo a screening test whenever there is reasonable suspicion to believe an employee has used or is under the influence of illicit drugs, controlled substances, or an abuse of legal substances, or if the employee is under the influence of alcohol while on duty. Reasonable suspicion must be based upon specific facts and reasonable inferences drawn from those facts, including, but not limited to:
Substance Testing. Definitions
Substance Testing. Section 10.1. Drug/alcohol testing may be conducted on employees randomly and/or upon reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner may be based upon, but not limited to:
Substance Testing. Section 1. All substance testing (drug and alcohol) conducted by the Agency shall be done in accordance with applicable laws, DOT Order 3910.1, the DOT Drug and Alcohol Testing Guide, and this Agreement.
Substance Testing. All employees shall be subject to random drug and alcohol testing as agreed upon by the City and the Lodge April 2007.
Substance Testing. Section 1 Any employee covered by this bargaining unit will be subject to the most recently adopted Drug Free Workplace Policy. Said policy shall be in accordance with the guidelines set forth by Florida Statute, the insurance industry, and the Department of Transportation. This Drug Free Workplace Policy shall provide that random testing is to be strictly prohibited. Testing shall be supervised by the City’s designated Medical Review Officer.
Substance Testing. The Employer and the Union agree to be subject to the terms of the Xxxxx County Drug Free Workplace Policy, except as modified by the parties. The Employer reserves the right to modify the Drug Free Workplace Policy. However, prior to implementing any change to the Drug Free Workplace Policy, the Employer shall first meet with the Union for the purpose of receiving input and discussing the affects of any modification. A copy of the Drug Free Workplace Policy as modified by the parties shall be made available to bargaining unit members. The application of the Drug Free Workplace Policy is an appropriate topic for Labor-Management Meetings.
Substance Testing. In the interest of officer safety, the City of Treasure Island requires, as a condition of continued employment, that employees refrain from substance abuse both on and off the job. The union will not arbitrate disciplinary actions taken by management because of a positive test result for drugs or alcohol in accord with this Article. In the interest of safety, health and performance of our workforce and our citizens the City of Treasure Island requires, as a condition of continued employment, that employees remain drug free. The policies and procedures contained in this section are for the purpose of achieving that goal. This policy is implemented pursuant to the Drug Free Workplace Program under the Florida Workers’ Compensation Act, FLs. Statute section 440.102 and attendant Rules Section 59A-24.001, et seq., F.A.C. This act provides that any employee who is injured in the course and scope of employment and test verified positive on a drug or alcohol test, may forfeit his/her eligibility for medical and indemnity benefits under the Florida Worker’s Compensation Act, and may be terminated and denied unemployment benefits. Further, refusal to take a drug or alcohol test will also result in the employee forfeiting his/her eligibility for medical and indemnity benefits under the Florida Workers’ Compensation Act, as well as possible termination of the employee and denial of unemployment benefits. The City prohibits employees from bringing onto the City's premises or job sites; having possession of; being under the influence of; possessing in the employee's body, blood or urine, or using, consuming, transporting, selling or attempting to sell, giving away any illegal drugs (including prescription drugs illegally obtained or prescribed for the individual only), or alcohol, at any time. Employees found participating in any of the above activities are guilty of misconduct and shall be discharged.
Substance Testing. Substance testing is warranted under any one of four (4) conditions. These are pre-employment screening (see Section 6 of Policy Statement), probable cause, work opportunity mandated testing and random testing. Probable cause may be in- dicated in a variety of situations, including but not lim- ited to, an individual’s involvement in an on the job accident involving fatality, serious bodily injury, or sub- stantial property damage.
