TESTING CIRCUMSTANCES Clause Samples

TESTING CIRCUMSTANCES. All covered applicants and employees are required to submit to drug and alcohol tests conducted in compliance with 49 CFR Parts 40 and 655 under the following circumstances.

TESTING CIRCUMSTANCES. The Department may, in its sole discretion, conduct pre-duty, post-accident, reasonable suspicion, random, and return-to-duty alcohol and drug testing. Employees will be subject to testing only while on duty or while on University property (including while in University vehicles or immediately after driving University vehicles). The results of such tests may be retained by the Department and are the property of the Department. 1. Pre-duty testing may be conducted by the Department after a conditional offer of employment has been extended and before an applicant commences his/her employment withthe Department. A positive pre-duty test result, or a refusal to be tested, will result in disqualification from employment, regardless of an applicant's participation, or willingness to participate, in a rehabilitation program. 2. Post-accident testing may be conducted when an employee has been involved in an accident on (or in) University property or while on University business. 3. An employee may be subject to reasonable suspicion drug testing whenever a Department management team member has grounds to suspect that the employee has used, or is under the influence of, drugs. An employee may be subject to reasonable suspicion alcohol testing whenever a Department management team member has grounds to suspect that the employee has used, or is under the influence of, alcohol while on (or in) University property or on University business. 4. Random testing may be conducted periodically at the discretion of the Department on dates and at times to be determined by the Department. If random testing is put into effect, the tests will be conducted randomly in ratios to be determined by the Department. All employees shall be eligible to be selected for each random test period determined by the Department. Therefore, an employee may be selected for testing multiple times during any year, provided a random selection method is used. 5. Return-to-duty testing may be conducted when an employee, who received any form of discipline short of termination for violating the Standards of Conduct set forth in this policy, is about to return to duty after completion of a prescribed substance abuse counseling program, or after serving a suspension. Return-to- duty testing may also be conducted when an employee voluntarily seeks treatment for a substance abuse problem, and is about to return to duty after obtaining such treatment. Employees subject to return-to-duty testing must agree, as ...

TESTING CIRCUMSTANCES. An applicant or employee may be required to submit to drug testing under the following circumstances as required under DOT Rule 49 CFR Parts 199 and 382 and subject to drug testing procedures in DOT Rule 49 CFR Part 40: 1. Pre-Employment Testing - No applicant (where required by contract or federal or state law) will be hired unless such person passes a drug test or is covered by documentable evidence of participation in a continuing random testing program which conforms to the Department of Transportation Rule 49 CFR Parts 199 and 382 for CDL holders.

TESTING CIRCUMSTANCES. A. Pre-Employment/Pre-Duty

TESTING CIRCUMSTANCES. Post-offer Pre-employment: After the offer of employment but prior to the first scheduled day of work, the Company may test for alcohol and/or controlled substances. Reasonable Suspicion: The Employer may require a test when, by supervisory observation, an employee’s behavior creates reasonable suspicion of being under the influence of drugs or alcohol. The suspicion must be based on specific, current observations concerning appearance, behavior, speech, body odors, etc. It may also be based on the violation of employer safety rules, policies or operating procedures when in conjunction with observable suspicious behavior. The Employer will provide a copy of the observation document to the Union within 24 hours after an employee has been administered a drug/alcohol test for reasonable suspicion.

TESTING CIRCUMSTANCES. A. Pre-employment. Applicants for employment will be notified of the County’s policy requiring pre- employment drug testing. All offers of employment will be contingent upon the applicant submitting to a drug test, the result of which must be negative.