Testing Based on Reasonable Suspicion Sample Clauses

The "Testing Based on Reasonable Suspicion" clause authorizes an employer to require an employee to undergo testing—such as for drugs or alcohol—if there is a reasonable basis to suspect the employee is under the influence or otherwise impaired. Typically, this clause outlines the circumstances that may give rise to reasonable suspicion, such as observable behavior, physical symptoms, or credible reports from others. Its core function is to provide a clear and fair process for addressing potential safety or performance issues, helping to maintain a safe and productive workplace while protecting both the employer and employees from arbitrary or unjustified testing.

Testing Based on Reasonable Suspicion. The City may require an employee to submit to a drug screen as a condition of continued employment based on reasonable suspicion as defined by this Policy. a. When an employee shows signs of impairment constituting reasonable suspicion of being under the influence of drugs or alcohol, the employee will be sent for testing. (1) A test for alcohol shall be conducted and/or a urine specimen for drug testing shall be required. (2) Prior to requesting an employee to provide a urine specimen, the employee shall be advised of the right to have an Association representative present for the purpose of consultation about the test and the implications of refusal to take the test and/or positive test results.

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Testing Based on Reasonable Suspicion. Any employee of the City of Margate who is believed to have violated the above-described rules may be required to take a drug test for controlled substance, drug or alcohol use contrary to these rules, upon reasonable suspicion as determined by the employee's department head, or designee.

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Testing Based on Reasonable Suspicion. When a supervisor or Command Staff member reasonably suspects that an employee may be under the influence of or impaired by a substance, the employee shall be required to submit to a substance test. Although an employee may be relieved of duty at any time because of such concerns, a supervisor’s or manager’s decision to require a substance test must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the employee. The supervisor or manager making the determination must have received training in detecting the signs and symptoms of substance abuse. Except in emergency situations, the supervisor should consult with another supervisor, Command Staff member, or representative of the Human Resources Department to ensure that adequate grounds for reasonable suspicion exist.

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Testing Based on Reasonable Suspicion. Whenever there is reasonable suspicion to believe that an employee is using a prohibited drug/alcohol, such employee shall be drug/alcohol tested. The decision to so test will be based on a reasonable belief that the employee is using prohibited drug/alcohol on the basis of the specific, contemporaneous, physical, behavioral or performance indicators of probable drug/alcohol use. One supervisor of the employee trained in detecting possible drug/alcohol use symptoms shall substantiate the decision to test. When testing is based upon reasonable suspicion, the Borough will, if feasible, afford a Shop ▇▇▇▇▇▇▇ an opportunity to observe the employee. All employees are entitled to voluntarily participate in the “Employee Assistance Program” regardless of positive test result being received. However, if there is a positive test result, participation in the “Employee Assistance Program” or an alternate program approved by the Borough of Collingswood Administration shall be a prerequisite to continued

Testing Based on Reasonable Suspicion. Individuals who appear to be unfit for work will not be permitted to work and may be subject to a fitness-for-duty examination at a designated medical facility. An employee may be required to be tested for drug and alcohol abuse whenever Selectemp or their customer has reasonable suspicion to believe that an employee's work performance or on-the-job behavior may have been affected in any way by the use of drugs or alcohol. Reasonable suspicion is drawn from specific and articulate facts and reasonable inferences drawn from those facts in light of experience, leading to a belief that an employee is using or has used drugs or alcohol in violation of this policy. Such facts and inferences may be drawn from, but are not limited to, the following: Observable behavior while at work, such as direct observation of drug or alcohol use or of the physical symptoms or manifestations of being under the influence of drugs or alcohol, abnormal conduct or erratic behavior while at work, or a significant deterioration at work; or Reports by any co-workers that there is a belief that an employee is working under the influence of controlled substances; or Evidence that an employee has used, possessed, sold, solicited, or transferred drugs or alcohol while working, while on Selectemp customer premises, or while operating customer machines or equipment. Either a member of management or a Selectemp representative will accompany the employee to the test site, or Selectemp will provide the employee with an alternative means of transportation to the test site. An employee who tests positive for drugs or alcohol as a result of a reasonable suspicion test will be subject to discipline, up to and including immediate discharge. If the employee tests negative, the employee will be permitted to return to work.

Testing Based on Reasonable Suspicion. When YNHA finds that there are facts (such as observed physical appearance and behavior or police reports) that support a reasonable suspicion of the presence of alcohol or a controlled substance in Tenant or adult household members, YNHA may require the Tenant and adult household members to submit to a screen for both drugs and alcohol.

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