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"clause", "offset": [8210, 8238]}, {"key": "state-or-federal-law", "type": "clause", "offset": [8242, 8262]}, {"key": "with-regard-to", "type": "clause", "offset": [8263, 8277]}, {"key": "communicable-diseases", "type": "clause", "offset": [8278, 8299]}, {"key": "further-authorization", "type": "clause", "offset": [8312, 8333]}, {"key": "examination-results", "type": "clause", "offset": [8428, 8447]}, {"key": "progress-reports", "type": "clause", "offset": [8452, 8468]}, {"key": "pertaining-to", "type": "definition", "offset": [8469, 8482]}, {"key": "drug-screening", "type": "clause", "offset": [8487, 8501]}, {"key": "written-permission", "type": "clause", "offset": [8578, 8596]}, {"key": "provisions-of-this-agreement", "type": "clause", "offset": [8621, 8649]}, {"key": "require-the", "type": "clause", "offset": [8660, 8671]}, {"key": "to-offer", "type": "definition", "offset": [8681, 8689]}, {"key": "any-bargaining-unit", "type": "clause", "offset": [8818, 8837]}, {"key": "hair-testing", "type": "clause", "offset": [8897, 8909]}, {"key": "testing-site", "type": "definition", "offset": [8951, 8963]}, {"key": "a-\u2587", "type": "clause", "offset": [8967, 8970]}, {"key": "reasonable-time", "type": "clause", "offset": [9135, 9150]}, {"key": "to-attend", "type": "clause", "offset": [9151, 9160]}, {"key": "medical-information", "type": "definition", "offset": [9241, 9260]}, {"key": "public-record", "type": "definition", "offset": [9288, 9301]}, {"key": "ohio-law", "type": "clause", "offset": [9334, 9342]}, {"key": "fair-treatment", "type": "definition", "offset": [9368, 9382]}, {"key": "bargaining-unit-employees", "type": "definition", "offset": [9390, 9415]}, {"key": "interpretation-of-the", "type": "clause", "offset": [9436, 9457]}, {"key": "medical-review-officer", "type": "clause", "offset": [9494, 9516]}, {"key": "licensed-physician", "type": "definition", "offset": [9532, 9550]}, {"key": "responsible-for", "type": "clause", "offset": [9551, 9566]}, {"key": "laboratory-results", "type": "clause", "offset": [9577, 9595]}, {"key": "an-employer", "type": "clause", "offset": [9609, 9620]}, {"key": "knowledge-of", "type": "definition", "offset": [9657, 9669]}, {"key": "substance-abuse", "type": "definition", "offset": [9670, 9685]}, {"key": "an-individual", "type": "clause", "offset": [9759, 9772]}, {"key": "confirmed-positive-test-result", "type": "definition", "offset": [9775, 9805]}, {"key": "medical-history", "type": "clause", "offset": [9828, 9843]}, {"key": "analytical-testing", "type": "definition", "offset": [9958, 9976]}, {"key": "certified-laboratory", "type": "definition", "offset": [10013, 10033]}, {"key": "procedure-for-collection", "type": "clause", "offset": [10090, 10114]}], "snippet": "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:\na. All drug/alcohol screening tests shall be conducted by medical laboratories licensed by the State of Ohio or properly accredited by a recognized national organization (i.e. the College of American Pathologists). The procedure utilized by the employer and testing laboratory shall include a chain of custody procedure and mass spectroscopy confirmation of any positive initial screening. The foregoing laboratory procedures shall be the protocol followed in this article, and shall be outlined in writing, concerning the collection of bodily fluids utilized for examination and testing. The samples collected shall be contained in separate containers for use in the following prescribed testing procedures. All separate containers shall be initialed by the member and the person taking the samples after sealing of the containers. Either party may have another representative present as a witness during the taking of the aforementioned samples at no loss of wages for any party.\nb. This protocol procedure shall be sent to the Union; and at its option and expense, the Union may send the protocol procedure to a board-certified clinical pathologist for opinions as to the adequacy of the procedure. If the Union finds bona fide serious testing process flaws in the protocol, the Employer will communicate with and/or solicit other potential vendors to achieve an acceptable protocol that satisfies accepted industry standards.\nc. If the protocol is accepted by the Union, and no timely objection is made by the qualified expert for the Union, the designated vendor will be accepted, and a collection point designated.\nd. The results of the testing shall be delivered only to the and the employee tested. An employee whose confirmatory test result is positive shall have the right to request a certified copy of the testing results in which the vendor shall affirm that the test results were obtained using the approved protocol methods. The employee shall provide a release for disclosure of the testing results. A Union representative from the bargaining unit shall have a right to access to the results upon request to the Fire Chief with the employee's written consent.\ne. Upon direct orders by the Employer pursuant to this Substance Testing Article, the employee shall, at the expense of the Employer submit to such test; and upon request, the employee will sign an appropriate release form authorizing withdrawal of blood or urine or the taking of hair samples and the release of the test result to the employer.\nf. Refusal by an employee to submit to the test under this Article, as ordered, or the refusal to sign a release form, as required, or the failure or refusal to provide either a specimen of urine or blood, or the taking of hair samples as ordered, shall constitute a presumption of a positive test result and may result in such employee's discipline. At the time of the taking of the original specimens, multiple specimens will be taken. Two of the specimens shall be delivered to separate testing facilities and an additional sample may be sent to a drug testing facility of the employee's choice. The employee's sample will be tested at the employee's request and expense. The testing facilities chosen shall have Liability Insurance to protect the employee from false readings of the specimens being tested. If the results of the two separate tests required by the Employer have not been returned within twenty (20) calendar days and the employee deems it necessary to have his/her specimen tested, the cost of such test shall be paid by the Employer. No employee shall suffer any loss of wages or accumulation of any type of leave while waiting for the results of any test or physician verification for his/her return to duty if the drug test returns indicate the employee was substance free.\ng. If the screening test is positive, a confirmatory test shall be conducted. The positive findings of the first confirmatory test may be followed by the employer desiring that the second sample be tested.\nh. In the event the second test confirms the results of the first test, the Employer may proceed with sanctions as set forth in this Article.\ni. In the event that the second test contradicts the results of the first test, the employer may request a third test at a laboratory from the list maintained by the employer, approved by the employer and the Union. The results of this test, if positive, shall allow the employer to proceed with sanctions as set forth in this Article. If the results are negative, the employee shall be given the benefit of the doubt and no sanctions shall be imposed.\nj. In the event that two tests are positive, the employee is entitled to have the sample tested at an approved laboratory, at the employee's expense. If this test were to come back negative, all of the testing procedures shall be investigated and a meeting with the member, union, and the Employer shall take place in order to decide if another test would benefit the accused. If possible or necessary, another sample may be taken or retesting of the prior samples taken at the joint (50-50) expense of both the employee and the employer.\nk. A list of at least two (2) testing laboratories shall be maintained by the employer. These laboratories shall conduct any testing directed by the employer. The employer shall obtain the approval of the Union as to any laboratories put on this list, which approval shall not be unreasonably withheld.\nl. After two (2) positive test results are received as set forth above, the employer may impose discipline up to and including termination. Discipline resulting from the positive findings of confirmatory sample testing for controlled substances and/or harmful intoxicants may be immediately imposed or deferred at the City's discretion.\nm. Rehabilitation programs shall be available for employees who voluntarily come forward to request participation at least forty-eight (48) hours prior to the imposition of a random test or forty-eight (48) hours prior to the occurrence of any other reason for testing, and at the City's discretion, in lieu of or in addition to discipline. An employee who volunteers to participate in a rehabilitation program shall be allowed to use sick leave, vacation leave, leave of absence and compensatory time for the program for the period of the rehabilitation. Upon successful completion of such program, and upon receiving results from a retest demonstrating that the employee is substance free the employee shall be returned to his/her former position. Any employee in the above- mentioned rehabilitation programs who is placed on medical leave of absence without pay because of a lack of accrued sick leave shall retain only such benefits and seniority as is provided under other applicable Articles of this Agreement.\nn. If the screening test is positive or if he fails to complete a voluntary program of rehabilitation or if he tests positive during sporadic tests within twelve (12) months after his/her return to work from such a program, the employee shall be subject to immediate termination. Additionally, an employee shall be subject to discipline for any violation of law or policy that occurs while on duty in conjunction with said substance or alcohol abuse (i.e. DUI, insubordination, etc.)\no. Costs of all drug/alcohol screening tests and confirmatory tests shall be borne by the employer except that any test initiated at the request of the employee or otherwise not mentioned shall be at the employee's expense.\np. The employer may conduct three (3) sporadic tests for a period of twelve (12) months from the time of employee's return to work. However, drug/alcohol testing may be required of any employee, at any time, based upon reasonable suspicion or if randomly selected.\nq. For the purposes of implementing the provisions of this Article, each bargaining unit member who undergoes substance testing shall execute a medical release in order for the employer to obtain the results of the drug/alcohol screening testing. Except as otherwise provided by State or Federal law with regard to communicable diseases, or without further authorization of the employee, the releases referred to in this Article shall authorize only the release of examination results and progress reports pertaining to the drug screening test results. No other medical findings may be released without the express written permission of the employee.\nr. The provisions of this Agreement shall not require the employer to offer a rehabilitation program to any employee as a result of a testing of positive on a substance test or refusal to take a test.\ns. Any bargaining unit employee who has been ordered to undergo blood or urine or hair testing may, upon request, be accompanied to the testing site by a \u2587\u2587\u2587\u2587\u2587\u2587\u2587 or co- worker. No test will be delayed due to the tardiness of the employee's representative or co-worker. The employee's \u2587\u2587\u2587\u2587\u2587\u2587\u2587 or co-worker shall be given reasonable time to attend.\nt. Results of all tests administered pursuant to this Article shall constitute medical information and shall not constitute a public record unless otherwise provided under Ohio law. There will be equal and fair treatment to all bargaining unit employees.\nu. The reading and interpretation of the specimen results shall be done by a Medical Review Officer who shall be a licensed physician responsible for receiving laboratory results generated by an employer's substance testing program who has knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual's confirmed positive test result together with his/her medical history and any other relevant biomedical information. This individual shall have documented scientific qualifications in analytical testing procedures.\nv. The employer and the certified laboratory shall develop and maintain a clear and well- documented procedure for collection, shipment, and accessing of specimens under this Article.\nw. A proper chain of custody shall be maintained on all specimens taken.", "samples": [{"hash": "5pt5fCrTORF", "uri": "/contracts/5pt5fCrTORF#substance-testing", "label": "Collective Bargaining Agreement", "score": 27.0160274506, "published": true}, {"hash": "1AtSYunw5gi", "uri": "/contracts/1AtSYunw5gi#substance-testing", "label": "Collective Bargaining Agreement", "score": 22.0088977814, "published": true}], "size": 17, "hash": "876081fd8c2aa30f8687400fa94c229a", "id": 1}, {"snippet_links": [{"key": "drug-addiction", "type": "definition", "offset": [12, 26]}, {"key": "drug-abuse", "type": "clause", "offset": [31, 41]}, {"key": "by-the-parties", "type": "clause", "offset": [85, 99]}, {"key": "services-and", "type": "clause", "offset": [137, 149]}, {"key": "to-the-public", "type": "definition", "offset": [169, 182]}, {"key": "health-and-safety", "type": "definition", "offset": [185, 202]}, {"key": "right-to", "type": "definition", "offset": [225, 233]}, {"key": "alcohol-and-drug", "type": "clause", "offset": [247, 263]}, {"key": "agree-to", "type": "clause", "offset": [294, 302]}, {"key": "rehabilitation-program", "type": "clause", "offset": [420, 442]}, {"key": "the-chief", "type": "definition", "offset": [444, 453]}, {"key": "manager-may", "type": "definition", "offset": [466, 477]}, {"key": "employee-of-the-department", "type": "definition", "offset": [488, 514]}, {"key": "screening-test", "type": "clause", "offset": [528, 542]}, {"key": "reasonable-suspicion", "type": "clause", "offset": [561, 581]}, {"key": "employee-has", "type": "clause", "offset": [596, 608]}, {"key": "illicit-drugs", "type": "clause", "offset": [643, 656]}, {"key": "controlled-substances", "type": "clause", "offset": [658, 679]}, {"key": "the-employee", "type": "clause", "offset": [720, 732]}, {"key": "under-the-influence-of-alcohol", "type": "definition", "offset": [736, 766]}, {"key": "while-on-duty", "type": "definition", "offset": [767, 780]}, {"key": "not-limited", "type": "clause", "offset": [902, 913]}, {"key": "physical-symptoms", "type": "clause", "offset": [978, 995]}, {"key": "being-under-the-influence", "type": "definition", "offset": [999, 1024]}, {"key": "excessive-leave", "type": "clause", "offset": [1094, 1109]}, {"key": "employees-in-the", "type": "clause", "offset": [1138, 1154]}, {"key": "criminal-investigation", "type": "clause", "offset": [1322, 1344]}, {"key": "illegal-drug", "type": "clause", "offset": [1350, 1362]}, {"key": "alcohol-possession", "type": "clause", "offset": [1366, 1384]}, {"key": "drug-test", "type": "definition", "offset": [1465, 1474]}, {"key": "in-the-course-of", "type": "definition", "offset": [1512, 1528]}, {"key": "an-accident", "type": "clause", "offset": [1560, 1571]}, {"key": "legal-drugs", "type": "definition", "offset": [1716, 1727]}, {"key": "positive-result", "type": "definition", "offset": [1842, 1857]}, {"key": "alcohol-test", "type": "clause", "offset": [1866, 1878]}, {"key": "loss-of-pay", "type": "clause", "offset": [2007, 2018]}, {"key": "medical-professional", "type": "definition", "offset": [2116, 2136]}, {"key": "in-accordance-with", "type": "clause", "offset": [2188, 2206]}, {"key": "department-of-health-and-human-services", "type": "clause", "offset": [2207, 2246]}, {"key": "or-equivalent", "type": "definition", "offset": [2265, 2278]}, {"key": "an-employee-who", "type": "clause", "offset": [2418, 2433]}, {"key": "participate-in", "type": "definition", "offset": [2539, 2553]}, {"key": "appropriate-discipline", "type": "clause", "offset": [2630, 2652]}, {"key": "at-any-time", "type": "clause", "offset": [2891, 2902]}, {"key": "return-to-work", "type": "definition", "offset": [2933, 2947]}, {"key": "completion-of-a", "type": "clause", "offset": [2953, 2968]}, {"key": "disciplinary-action-up-to-and-including-discharge", "type": "clause", "offset": [3037, 3086]}, {"key": "test-results", "type": "clause", "offset": [3092, 3104]}, {"key": "actions-taken", "type": "clause", "offset": [3109, 3122]}, {"key": "pursuant-to", "type": "definition", "offset": [3132, 3143]}, {"key": "this-article", "type": "definition", "offset": [3144, 3156]}, {"key": "shall-be-kept-confidential", "type": "definition", "offset": [3157, 3183]}, {"key": "state-and-federal-law", "type": "clause", "offset": [3203, 3224]}, {"key": "the-employer-shall", "type": "clause", "offset": [3226, 3244]}, {"key": "pay-for", "type": "definition", "offset": [3245, 3252]}, {"key": "drug-and-alcohol-screening", "type": "clause", "offset": [3253, 3279]}, {"key": "confirmatory-tests", "type": "clause", "offset": [3284, 3302]}], "snippet": "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:\nA. Observable phenomena, such as direct observations of the physical symptoms of being under the influence;\nB. A pattern of unusual conduct or inconsistent behavior, including excessive leave patterns, compared to other employees in the Department;\nC. Arrest or conviction for a drug or alcohol-related offense, including abuse of legal substances, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking;\nD. Evidence that an employee has tampered with a previous drug test;\nE. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. If the screening test is positive, indicating the employee has used illicit drugs, controlled substances, or abused legal drugs, or is under the influence of alcohol on duty, the Chief may order the employee to undergo a confirmatory test. A positive result from an alcohol test means a level of impairment, .02 percent, as outlined under O.R.C. 4511.19(B). The City may also suspend the employee without a loss of pay before the time the confirmatory test result in complete. A confirmatory test shall be made by a medical professional or institution qualified to administer such a test in accordance with Department of Health and Human Services (DHHS) procedures or equivalent guidelines. If the screening test and confirmatory test are positive, the Chief may discipline the employee up to and including discharge. An employee who notifies the Chief after the screening test that he is an alcoholic or drug addict may not be allowed to participate in a rehabilitation program or detoxification program, but shall be subject to appropriate discipline up to and including discharge. If the employee: (1) refuses to take a screening or confirmatory test or undergo rehabilitation or detoxification or (2) fails to complete a program of rehabilitation or detoxification or (3) tests positive at any time within one (1) year after his return to work upon completion of a program of rehabilitation or detoxification, he shall be subject to disciplinary action up to and including discharge. All test results and actions taken under or pursuant to this Article shall be kept confidential in accordance with state and federal law. The Employer shall pay for drug and alcohol screening and confirmatory tests.", "samples": [{"hash": "ikBhVa7r0xp", "uri": "/contracts/ikBhVa7r0xp#substance-testing", "label": "Collective Bargaining Agreement", "score": 30.6047172546, "published": true}, {"hash": "7qqP3VEeiwb", "uri": "/contracts/7qqP3VEeiwb#substance-testing", "label": "Collective Bargaining Agreement", "score": 30.5992412567, "published": true}, {"hash": "dGJtoH33Jrb", "uri": "/contracts/dGJtoH33Jrb#substance-testing", "label": "Collective Bargaining Agreement", "score": 30.5417575836, "published": true}], "size": 8, "hash": "8d90612193f20ff5b193f714d8c25b82", "id": 2}, {"snippet_links": [{"key": "employee-means", "type": "clause", "offset": [15, 29]}, {"key": "bargaining-unit-member", "type": "definition", "offset": [34, 56]}, {"key": "employer-means", "type": "clause", "offset": [61, 75]}, {"key": "city-of", "type": "clause", "offset": [80, 87]}], "snippet": "Definitions\na. Employee means any bargaining unit member.\nb. Employer means the City of \u2587\u2587\u2587\u2587\u2587\u2587\u2587.", "samples": [{"hash": "l5mkiSDe3vP", "uri": "/contracts/l5mkiSDe3vP#substance-testing", "label": "Collective Bargaining Agreement", "score": 31.3099422455, "published": true}, {"hash": "fwoMsAPaObA", "uri": "/contracts/fwoMsAPaObA#substance-testing", "label": "Collective Bargaining Agreement", "score": 25.1560573578, "published": true}, {"hash": "1AtSYunw5gi", "uri": "/contracts/1AtSYunw5gi#substance-testing", "label": "Collective Bargaining Agreement", "score": 22.0088977814, "published": true}], "size": 6, "hash": "af3ad4d60a0a83aea74ce5cbb1ae4942", "id": 3}, {"snippet_links": [{"key": "employees-shall", "type": "clause", "offset": [4, 19]}, {"key": "subject-to", "type": "clause", "offset": [23, 33]}, {"key": "random-drug-and-alcohol-testing", "type": "clause", "offset": [34, 65]}, {"key": "as-agreed", "type": "clause", "offset": [66, 75]}, {"key": "the-city-and-the", "type": "clause", "offset": [84, 100]}, {"key": "april-2007", "type": "clause", "offset": [107, 117]}], "snippet": "All employees shall be subject to random drug and alcohol testing as agreed upon by the City and the Lodge April 2007.", "samples": [{"hash": "8p8r4ay3Gcf", "uri": "/contracts/8p8r4ay3Gcf#substance-testing", "label": "Memorandum of Agreement", "score": 28.9184989929, "published": true}, {"hash": "bhuZGwB0wRB", "uri": "/contracts/bhuZGwB0wRB#substance-testing", "label": "Memorandum of Agreement", "score": 17.9363441467, "published": true}], "size": 6, "hash": "8b8df98089e250bcbcbbb972c36ec498", "id": 4}, {"snippet_links": [{"key": "the-agency-shall", "type": "clause", "offset": [65, 81]}, {"key": "with-applicable-laws", "type": "clause", "offset": [104, 124]}, {"key": "dot-drug-and-alcohol-testing", "type": "clause", "offset": [148, 176]}, {"key": "this-agreement", "type": "clause", "offset": [188, 202]}, {"key": "facility-representative", "type": "definition", "offset": [229, 252]}, {"key": "at-the-facility", 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{"key": "in-writing", "type": "clause", "offset": [1061, 1071]}, {"key": "delivery-to-the-union", "type": "clause", "offset": [1129, 1150]}, {"key": "section-3", "type": "definition", "offset": [1152, 1161]}, {"key": "an-employee-who", "type": "clause", "offset": [1163, 1178]}, {"key": "union-representative-present", "type": "clause", "offset": [1196, 1224]}, {"key": "testing-process", "type": "definition", "offset": [1236, 1251]}, {"key": "readily-available", "type": "definition", "offset": [1310, 1327]}, {"key": "the-employee-shall", "type": "clause", "offset": [1369, 1387]}, {"key": "the-supervisor", "type": "definition", "offset": [1395, 1409]}, {"key": "actions-of-the", "type": "clause", "offset": [1567, 1581]}, {"key": "collection-process", "type": "clause", "offset": [1642, 1660]}, {"key": "employee-will", "type": "clause", "offset": [1680, 1693]}, {"key": "to-confer", "type": "definition", "offset": [1705, 1714]}, {"key": "reasonable-period-of-time", "type": "definition", 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"receipt-of", "type": "clause", "offset": [4218, 4228]}, {"key": "program-coordinator", "type": "clause", "offset": [4253, 4272]}, {"key": "failure-to-comply-with", "type": "clause", "offset": [4280, 4302]}, {"key": "time-frame", "type": "definition", "offset": [4308, 4318]}, {"key": "alcohol-test-results", "type": "clause", "offset": [4352, 4372]}, {"key": "to-the-employee", "type": "definition", "offset": [4397, 4412]}, {"key": "at-the-time", "type": "clause", "offset": [4413, 4424]}, {"key": "notification-of", "type": "definition", "offset": [4437, 4452]}, {"key": "section-12", "type": "clause", "offset": [4602, 4612]}, {"key": "employees-who", "type": "clause", "offset": [4619, 4632]}, {"key": "duty-status", "type": "clause", "offset": [4642, 4653]}, {"key": "subject-to", "type": "clause", "offset": [4663, 4673]}, {"key": "section-13", "type": "definition", "offset": [4693, 4703]}, {"key": "work-performance", "type": "clause", "offset": [4779, 4795]}, {"key": "time-of-the", "type": "clause", "offset": [4812, 4823]}, {"key": "covered-event", "type": "definition", "offset": [4824, 4837]}, {"key": "reason-to-believe", "type": "definition", "offset": [4925, 4942]}, {"key": "accident-or-incident", "type": "definition", "offset": [4993, 5013]}, {"key": "contributing-factor", "type": "definition", "offset": [5055, 5074]}, {"key": "if-an-employee", "type": "clause", "offset": [5104, 5118]}, {"key": "end-time", "type": "clause", "offset": [5146, 5154]}, {"key": "paid-overtime", "type": "clause", "offset": [5171, 5184]}, {"key": "extenuating-circumstances", "type": "definition", "offset": [5223, 5248]}, {"key": "for-example", "type": "clause", "offset": [5250, 5261]}, {"key": "child-care", "type": "clause", "offset": [5263, 5273]}, {"key": "accident-testing", "type": "definition", "offset": [5321, 5337]}, {"key": "request-approval", "type": "clause", "offset": [5342, 5358]}, {"key": "hours-of", "type": "clause", "offset": [5573, 5581]}, {"key": "to-the-facility", "type": 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"clause", "offset": [6402, 6427]}, {"key": "negative-result", "type": "clause", "offset": [6439, 6454]}, {"key": "references-to", "type": "definition", "offset": [6460, 6473]}, {"key": "not-limited", "type": "clause", "offset": [6510, 6521]}, {"key": "written-statements", "type": "clause", "offset": [6529, 6547]}, {"key": "formal-and-informal", "type": "clause", "offset": [6576, 6595]}, {"key": "maintenance-of", "type": "clause", "offset": [6629, 6643]}, {"key": "required-by", "type": "definition", "offset": [6658, 6669]}, {"key": "dot-regulations", "type": "definition", "offset": [6670, 6685]}, {"key": "section-15", "type": "clause", "offset": [6687, 6697]}, {"key": "split-specimen", "type": "definition", "offset": [6854, 6868]}, {"key": "medical-review-officer", "type": "clause", "offset": [6887, 6909]}, {"key": "specimen-bottle", "type": "clause", "offset": [6931, 6946]}, {"key": "certified-laboratory", "type": "definition", "offset": [7122, 7142]}, {"key": "under-contract", "type": "definition", "offset": [7144, 7158]}, {"key": "positive-result", "type": "definition", "offset": [7207, 7222]}, {"key": "section-16", "type": "definition", "offset": [7467, 7477]}, {"key": "to-provide", "type": "clause", "offset": [7500, 7510]}, {"key": "appropriate-amount", "type": "definition", "offset": [7514, 7532]}, {"key": "provide-a", "type": "definition", "offset": [7659, 7668]}, {"key": "section-17", "type": "clause", "offset": [7830, 7840]}, {"key": "every-reasonable-effort", "type": "definition", "offset": [7842, 7865]}, {"key": "requests-for-annual", "type": "clause", "offset": [7904, 7923]}, {"key": "sick-leave", "type": "clause", "offset": [7927, 7937]}, {"key": "completion-of-a", "type": "clause", "offset": [7955, 7970]}, {"key": "to-allow-the", "type": "clause", "offset": [7990, 8002]}, {"key": "to-secure", "type": "clause", "offset": [8012, 8021]}, {"key": "in-a-timely-manner", "type": "definition", "offset": [8038, 8056]}, {"key": "not-required", "type": "definition", "offset": [8198, 8210]}, {"key": "provide-the", "type": "clause", "offset": [8214, 8225]}, {"key": "section-18", "type": "clause", "offset": [8249, 8259]}, {"key": "in-the-event-of-a", "type": "clause", "offset": [8261, 8278]}, {"key": "positive-alcohol-test", "type": "definition", "offset": [8289, 8310]}, {"key": "employee-and-the", "type": "clause", "offset": [8384, 8400]}, {"key": "maintenance-and-calibration", "type": "clause", "offset": [8411, 8438]}, {"key": "the-equipment", "type": "clause", "offset": [8450, 8463]}, {"key": "section-19", "type": "definition", "offset": [8503, 8513]}, {"key": "section-20", "type": "clause", "offset": [8580, 8590]}, {"key": "nothing-in-this-article", "type": "clause", "offset": [8592, 8615]}, {"key": "waiver-of", "type": "clause", "offset": [8640, 8649]}, {"key": "any-employee", "type": "clause", "offset": [8650, 8662]}, {"key": "agency-right", "type": "clause", "offset": [8674, 8686]}], "snippet": "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.\nSection 2. The Principal Facility Representative or his/her designee shall be notified of the arrival at the facility of the collector/Breath Alcohol Technician (BAT) for the purposes of conducting substance testing of bargaining unit employees.The Agency shall advise the Principal Representative or his/her designee of the maximum number of employees to be tested. Absent an emergency or other special circumstance, the Principal Facility Representative, or his/her designee, will be released for the purpose of performing representational duties.The representative, or his/her designee, will be notified when substance testing has been completed. Upon request, the Agency will inform the representative of the number of people tested at the facility and the number of employees to be rescheduled. The Union may request a copy of the annotated test list, in writing. All privacy data will be removed from the copy prior to delivery to the Union.\nSection 3. An employee who wishes to have a Union representative present during the testing process shall be permitted to do so, provided a representative is readily available, and the collection/test is not delayed. The employee shall notify the supervisor of the his/her wish to obtain representation as soon as the employee learns that he/she is to be tested. The representative will be permitted to observe the actions of the collector/BAT, but will not interrupt or interfere with the collection process in any manner. The employee will be allowed to confer for a reasonable period of time not to exceed ten (10) minutes prior to and ten (10) minutes immediately after the sample collection process has been completed.\nSection 4. The Union at the national level shall be given a copy of the Agency\u2019s quarterly substance abuse statistical report, and a copy of the results of the testing of quality control specimens provided to the testing laboratory by the Department of Transportation. In addition, one (1) Union representative shall be permitted to accompany officials of the Agency on an inspection of the testing laboratory once a year, if the Agency conducts such an inspection.\nSection 5. Employees will be given notice privately where and when to appear for substance testing.\nSection 6. The Agency recognizes its obligations under the Privacy Act with respect to information about bargaining unit employees and their connection to substance testing including non-disclosure by collectors/contractors.\nSection 7. The Agency shall ensure that employees are selected for substance testing by nondiscriminatory and impartial methods so that no employee is harassed by being treated differently from other employees in similar circumstances. If for any reason a substance test is declared invalid, the test will be treated as if it had never been conducted. Employees shall not be selected for testing for reasons unrelated to the purposes of the program.\nSection 8. All equipment used for alcohol testing shall meet the requirements and standards as specified in the DOT Order 3910.1 and the DOT Drug and Alcohol Testing Guide. Upon written request, the Union shall be given a copy of the results of calibration checks for equipment used for alcohol testing.The request must include the specific site location(s) (with acronym(s) spelled out) and specific date(s) that testing occurred. If any testing equipment is found to be out of tolerance/calibration as specified in Chapter VI, DOT Order 3910.1, every test result of 0.02 or above obtained on the device since the last valid external calibration check shall be invalid.\nSection 9. The Agency shall ensure that the HHS Mandatory Guidelines regarding proper storage, handling and refrigeration of urine samples prior to testing are followed.\nSection 10. Testing will be conducted in a secure, sanitary area, and the privacy and dignity of the employee will be respected.\nSection 11. Employees will be notified of drug test results within a reasonable period of time, normally five (5) working days, of receipt of the results by the Drug Program Coordinator (DPC). Failure to comply with this time frame will not invalidate the results. Alcohol test results shall be made available to the employee at the time of testing. Notification of test results shall be handled in a confidential manner. Such results shall only be disclosed as provided for in DOT Order 3910.1 and this Agreement.\nSection 12. Only employees who are in a duty status shall be subject to substance testing.\nSection 13. Post accident/incident testing shall only be conducted on employees whose work performance at or about the time of the covered event, as described in DOT Order 3910.1 and the DOT Drug and Alcohol Testing Guide, provides reason to believe that such performance may have contributed to the accident or incident, or cannot be completely discounted as a contributing factor to the accident or incident. If an employee is held past his/her shift end time, he/she will be paid overtime in accordance with this Agreement. In extenuating circumstances (for example, child care arrangements), an employee identified for post-accident testing may request approval to leave the facility if the collector/BAT has not arrived at the facility or will not be arriving shortly.The employee will be required to sign a statement that he/she will not consume alcohol for up to eight (8) hours of the time of the covered event and that he/she must return to the facility for testing when called back.\nSection 14. When reasonable suspicion exists that an employee has violated the substance prohibitions contained in DOT Order 3910.1 and the DOT Drug and Alcohol Testing Guide, the Agency may require that an employee submit to substance testing. Reasonable suspicion must be based on specific objective facts and reasonable inferences drawn from these facts in the light of experience. Reasonable suspicion does not require certainty, but mere \u201chunches\u201d are not sufficient to meet this standard. At the time an employee is ordered to submit to substance testing based on a reasonable suspicion, he/she will be given a written statement setting out the basis for establishing reasonable suspicion. In the event that a reasonable suspicion test produces a negative result, any references to reasonable suspicion including, but not limited to the written statements, shall be expunged from all formal and informal files.This does not preclude the maintenance of those records required by DOT regulations.\nSection 15. In accordance with DOT Order 3910.1 and the DOT Drug and Alcohol Testing Guide, each urine specimen shall be split into two (2) specimen bottles using the split specimen procedure. If the Medical Review Officer verifies the primary specimen bottle (bottle A) is positive, substituted and/or adulterated, the donor may request through the MRO or Field MRO, that the split specimen bottle (bottle B) be tested in another HHS-certified laboratory, under contract with DOT, for the presence of drugs for which a positive result was obtained in the test of bottle A. Only the donor can make such request. Such request shall be honored if made within seventy-two (72) hours of the donor having received notice that his/her primary specimen tested positive and was verified.\nSection 16. If an employee fails to provide an appropriate amount of urine in accordance with the DOT Drug and Alcohol Testing Guide, the employee will be given a reasonable period of time to provide a specimen. The employee will be allowed an appropriate amount of time, in accordance with the DOT Drug and Alcohol Testing Guide, from the time the last donor to\nSection 17. Every reasonable effort shall be made to accommodate employee requests for annual or sick leave immediately upon completion of a drug test in order to allow the employee to secure back-up testing in a timely manner. Individuals who are granted such leave may be required, upon request, to provide proof that back-up testing was accomplished. Employees are not required to provide the results of such tests.\nSection 18. In the event of a confirmed positive alcohol test of .02 or higher, the Agency shall, upon written request, provide to the employee and the Union the maintenance and calibration history of the equipment used and the BAT\u2019s last certification.\nSection 19. There shall be no local or regional supplements to this Article.\nSection 20. Nothing in this Article shall be construed as a waiver of any employee, Union, or Agency right.", "samples": [{"hash": "hYOr6DIk4u6", "uri": "/contracts/hYOr6DIk4u6#substance-testing", "label": "Collective Bargaining Agreement", "score": 19.0, "published": true}, {"hash": "jD5RQx7RmeN", "uri": "/contracts/jD5RQx7RmeN#substance-testing", "label": "Collective Bargaining Agreement", "score": 17.0, "published": true}], "size": 6, "hash": "343ab42081f2aae6b3021c2a7a5cc1f8", "id": 5}, {"snippet_links": [{"key": "the-employer-and-the-union", "type": "clause", "offset": [0, 26]}, {"key": "agree-to", "type": "clause", "offset": [27, 35]}, {"key": "terms-of-the", "type": "clause", "offset": [54, 66]}, {"key": "drug-free-workplace-policy", "type": "definition", "offset": [80, 106]}, {"key": "by-the-parties", "type": "clause", "offset": [127, 141]}, {"key": "right-to-modify", "type": "clause", "offset": [169, 184]}, {"key": "prior-to", "type": "clause", "offset": [226, 234]}, {"key": "change-to", "type": "clause", "offset": [252, 261]}, {"key": "the-employer-shall", "type": "clause", "offset": [294, 312]}, {"key": "for-the-purpose-of", "type": "definition", "offset": [339, 357]}, {"key": "a-copy-of-the", "type": "clause", "offset": [422, 435]}, {"key": "the-parties-shall", "type": "clause", "offset": [478, 495]}, {"key": "available-to", "type": "definition", "offset": [504, 516]}, {"key": "bargaining-unit-members", "type": "definition", "offset": [517, 540]}, {"key": "application-of-the", "type": "clause", "offset": [546, 564]}, {"key": "an-appropriate", "type": "clause", "offset": [595, 609]}, {"key": "management-meetings", "type": "clause", "offset": [626, 645]}], "snippet": "The Employer and the Union agree to be subject to the terms of the Allen 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.", "samples": [{"hash": "5EIR1LkQY1r", "uri": "/contracts/5EIR1LkQY1r#substance-testing", "label": "Collective Bargaining Agreement", "score": 27.782491684, "published": true}, {"hash": "diBKxBMR7zI", "uri": "/contracts/diBKxBMR7zI#substance-testing", "label": "Final Agreement\u2014support Unit", "score": 23.4339485168, "published": true}], "size": 5, "hash": "24d48e0072369b939b04ac73a805449f", "id": 6}, {"snippet_links": [{"key": "alcohol-testing", "type": "clause", "offset": [19, 34]}, {"key": "reasonable-suspicion", "type": "clause", "offset": [86, 106]}, {"key": "an-employee", "type": "definition", "offset": [134, 145]}, {"key": "controlled-substance", "type": "definition", "offset": [165, 185]}, {"key": "not-limited", "type": "clause", "offset": [253, 264]}, {"key": "direct-observation", "type": "clause", "offset": [302, 320]}, {"key": "alcohol-use", "type": "definition", "offset": [332, 343]}, {"key": "physical-symptoms", "type": "clause", "offset": [369, 386]}, {"key": "under-the-influence-of-a-drug", "type": "definition", "offset": [396, 425]}, {"key": "criminal-investigation", "type": "clause", "offset": [645, 667]}, {"key": "illegal-drug", "type": "clause", "offset": [673, 685]}, {"key": "alcohol-possession", "type": "clause", "offset": [689, 707]}, {"key": "information-provided", "type": "clause", "offset": [733, 753]}, {"key": "employee-has", "type": "clause", "offset": [845, 857]}, {"key": "drug-test", "type": "definition", "offset": [883, 892]}, {"key": "in-the-course-of", "type": "definition", "offset": [930, 946]}, {"key": "an-accident", "type": "clause", "offset": [978, 989]}, {"key": "deadly-force", "type": "definition", "offset": [1046, 1058]}], "snippet": "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:\nA. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol;\nB. A pattern of abnormal conduct or erratic behavior, including abnormal leave patterns;\nC. Arrest or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking;\nD. Information provided either by reliable and credible sources or independently corroborated;\nE. Evidence that an employee has tampered with a previous drug test;\nF. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice;\nG. Anytime an employee uses deadly force.", "samples": [{"hash": "aCMJdU8K5Vw", "uri": "/contracts/aCMJdU8K5Vw#substance-testing", "label": "Collective Bargaining Agreement", "score": 29.4895935059, "published": true}, {"hash": "aYHB7DLRXF0", "uri": "/contracts/aYHB7DLRXF0#substance-testing", "label": "Collective Bargaining Agreement", "score": 25.2162895203, "published": true}, {"hash": "b9lyKOLIw0T", "uri": "/contracts/b9lyKOLIw0T#substance-testing", "label": "Collective Bargaining Agreement", "score": 24.245721817, "published": true}], "size": 4, "hash": "48ab47471d2a761deea0dca612fef283", "id": 7}, {"snippet_links": [{"key": "employment-screening", "type": "clause", "offset": [83, 103]}, {"key": "section-6", "type": "definition", "offset": [109, 118]}, {"key": "policy-statement", "type": "definition", "offset": [122, 138]}, {"key": "probable-cause", "type": "definition", "offset": [141, 155]}, {"key": "work-opportunity-mandated-testing", "type": "clause", "offset": [157, 190]}, {"key": "random-testing", "type": "definition", "offset": [195, 209]}, {"key": "an-individual", "type": "clause", "offset": [305, 318]}, {"key": "on-the-job", "type": "clause", "offset": [339, 349]}, {"key": "accident-involving", "type": "clause", "offset": [350, 368]}, {"key": "serious-bodily-injury", "type": "definition", "offset": [379, 400]}, {"key": "property-damage", "type": "clause", "offset": [419, 434]}], "snippet": "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\u2019s involvement in an on the job accident involving fatality, serious bodily injury, or sub- stantial property damage.", "samples": [{"hash": "12bXLALDgsE", "uri": "/contracts/12bXLALDgsE#substance-testing", "label": "Collective Bargaining Agreement", "score": 22.5934295654, "published": true}, {"hash": "aUCL1bTKJtg", "uri": "/contracts/aUCL1bTKJtg#substance-testing", "label": "Collective Bargaining Agreement", "score": 21.7597541809, "published": true}, {"hash": "4NCAcCSkXoq", "uri": "/contracts/4NCAcCSkXoq#substance-testing", "label": "Collective Bargaining Agreement", "score": 21.7597541809, "published": true}], "size": 4, "hash": "c84b01f539efc16a4fdeae5d5a21ff43", "id": 8}, {"snippet_links": [{"key": "the-interest", "type": "definition", "offset": [3, 15]}, {"key": "officer-safety", "type": "clause", "offset": [19, 33]}, {"key": "city-of", "type": "clause", "offset": [39, 46]}, {"key": "condition-of-continued-employment", "type": "clause", "offset": [78, 111]}, {"key": "substance-abuse", "type": "definition", "offset": [141, 156]}, {"key": "the-job", "type": "clause", "offset": [173, 180]}, {"key": "the-union", "type": "definition", "offset": [182, 191]}, {"key": "actions-taken", "type": "clause", "offset": [224, 237]}, {"key": "positive-test-result", "type": "clause", "offset": [265, 285]}, {"key": "this-article", "type": "definition", "offset": [322, 334]}, {"key": "health-and", "type": "clause", "offset": [363, 373]}, {"key": "the-policies-and-procedures", "type": "clause", "offset": [531, 558]}, {"key": "contained-in", "type": "definition", "offset": [559, 571]}, {"key": "for-the-purpose-of", "type": "definition", "offset": [589, 607]}, {"key": "this-policy", "type": "definition", "offset": [629, 640]}, {"key": "pursuant-to-the", "type": "definition", "offset": [656, 671]}, {"key": "drug-free-workplace-program", "type": "clause", "offset": [672, 699]}, {"key": "compensation-act", "type": "definition", "offset": [727, 743]}, {"key": "this-act", "type": "definition", "offset": [830, 838]}, {"key": "any-employee", "type": "clause", "offset": [853, 865]}, {"key": "course-and-scope-of-employment", "type": "definition", "offset": [888, 918]}, {"key": "drug-or-alcohol-test", "type": "definition", "offset": [951, 971]}, {"key": "eligibility-for", "type": "clause", "offset": [993, 1008]}, {"key": "indemnity-benefits", "type": "definition", "offset": [1021, 1039]}, {"key": "unemployment-benefits", "type": "clause", "offset": [1118, 1139]}, {"key": "termination-of-the-employee", "type": "clause", "offset": [1353, 1380]}, {"key": "possession-of", "type": "clause", "offset": [1507, 1520]}, {"key": "being-under-the-influence", "type": "definition", "offset": [1522, 1547]}, {"key": "to-sell", "type": "clause", "offset": [1660, 1667]}, {"key": "illegal-drugs", "type": "definition", "offset": [1685, 1698]}, {"key": "prescription-drugs", "type": "definition", "offset": [1710, 1728]}, {"key": "the-individual", "type": "clause", "offset": [1766, 1780]}, {"key": "at-any-time", "type": "clause", "offset": [1800, 1811]}, {"key": "participating-in", "type": "definition", "offset": [1829, 1845]}], "snippet": "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\u2019 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\u2019s 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\u2019 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.", "samples": [{"hash": "ftlku8GHAwV", "uri": "/contracts/ftlku8GHAwV#substance-testing", "label": "Collective Bargaining Agreement", "score": 28.381975174, "published": true}, {"hash": "1tzh8tDjmyX", "uri": "/contracts/1tzh8tDjmyX#substance-testing", "label": "Collective Bargaining Agreement", "score": 25.4544830322, "published": true}, {"hash": "cuf1zNVQzW3", "uri": "/contracts/cuf1zNVQzW3#substance-testing", "label": "Collective Bargaining Agreement", "score": 23.3600273132, "published": true}], "size": 3, "hash": "a50183d2d84c40da51e5af41a4413f8c", "id": 9}, {"snippet_links": [{"key": "the-employer-and-the-union", "type": "clause", "offset": [0, 26]}, {"key": "agree-to", "type": "clause", "offset": [27, 35]}, {"key": "the-\u2587", "type": "clause", "offset": [63, 68]}, {"key": "drug-free-workplace-policy", "type": "definition", "offset": [80, 106]}, {"key": "by-the-parties", "type": "clause", "offset": [127, 141]}, {"key": "right-to-modify", "type": "clause", "offset": [169, 184]}, {"key": "prior-to", "type": "clause", "offset": [226, 234]}, {"key": "change-to", "type": "clause", "offset": [252, 261]}, {"key": "the-employer-shall", "type": "clause", "offset": [294, 312]}, {"key": "for-the-purpose-of", "type": "definition", "offset": [339, 357]}, {"key": "a-copy-of-the", "type": "clause", "offset": [422, 435]}, {"key": "the-parties-shall", "type": "clause", "offset": [478, 495]}, {"key": "available-to", "type": "definition", "offset": [504, 516]}, {"key": "bargaining-unit-members", "type": "definition", "offset": [517, 540]}, {"key": "application-of-the", "type": "clause", "offset": [546, 564]}, {"key": "an-appropriate", "type": "clause", "offset": [595, 609]}, {"key": "management-meetings", "type": "clause", "offset": [626, 645]}], "snippet": "The Employer and the Union agree to be subject to the terms of the \u2587\u2587\u2587\u2587\u2587 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.", "samples": [{"hash": "fmt6a2kvJYc", "uri": "/contracts/fmt6a2kvJYc#substance-testing", "label": "Collective Bargaining Agreement", "score": 22.3921966553, "published": true}, {"hash": "84BsagbKUP3", "uri": "/contracts/84BsagbKUP3#substance-testing", "label": "Collective Bargaining Agreement", "score": 22.3921966553, "published": true}, {"hash": "7aPysCcLb3p", "uri": "/contracts/7aPysCcLb3p#substance-testing", "label": "Collective Bargaining Agreement", "score": 22.3921966553, "published": true}], "size": 3, "hash": "9b931e4c0d7be74bb8d990cfe7c0e897", "id": 10}], "next_curs": "CloSVGoVc35sYXdpbnNpZGVyY29udHJhY3RzcjYLEhZDbGF1c2VTbmlwcGV0R3JvdXBfdjU2IhpzdWJzdGFuY2UtdGVzdGluZyMwMDAwMDAwYQyiAQJlbhgAIAA=", "clause": {"children": [["confidentiality", "Confidentiality"], ["reasonable-suspicion-testing", "Reasonable Suspicion Testing"], ["drug-alcohol-testing-after-an-accident", "Drug/Alcohol Testing After an Accident"], ["post-accident-testing", "Post-Accident Testing"], ["employees-covered", "Employees Covered"]], "parents": [["agreement", "Agreement"], ["bonus-plan", "Bonus Plan"], ["grievance-form", "Grievance Form"], ["advance-step-placement", "Advance Step Placement"], ["uniform-return", "Uniform Return"]], "size": 126, "title": "Substance Testing", "id": "substance-testing", "related": [["substance-abuse-testing", "Substance Abuse Testing", "Substance Abuse Testing"], ["acceptance-testing", "Acceptance Testing", "Acceptance Testing"], ["drug-testing", "Drug Testing", "Drug Testing"], ["random-testing", "Random Testing", "Random Testing"], ["laboratory-testing", "Laboratory Testing", "Laboratory Testing"]], "related_snippets": [], "updated": "2025-07-24T06:48:57+00:00"}, "json": true, "cursor": ""}}