TOXICOLOGY AND ALCOHOL TESTING. The County and the Association recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County government, a Department's operations, the image of County employees and the general health, welfare, and safety of the employees, and the general public. The Departments shall continue to have the right to require Toxicology and Alcohol Testing as part of any physical examination provided in accordance with the provisions of Article 16 Health Services. The Department(s) shall also have the right and authority to require employees to submit to toxicology and alcohol testing designed to detect the presence of any controlled substance, narcotic drug, or alcohol. The Department(s) agree that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable suspicion to believe that the employee is under the influence of such substances, suffers from substance or alcohol abuse, or is in violation of the Miami-Dade County Personnel Rules, or Departmental Rules and Regulations regarding the use of such substances. It is further understood by the parties that the aforementioned authority to require that employees submit to such testing be approved by the concerned Division Director, or higher authority within the Department to ensure proper compliance with the terms of this Article. The County, guided by the most recent research in toxicology, will select the appropriate tests(s) to be used. If an employee tests positive, a second confirmatory test on the original specimen must be administered in a timely manner to verify the results before administrative action is taken. The County shall provide employees with the results of a positive test within 72 hours of providing the specimen unless exigent circumstances exist. However, failure to comply with this 72 hour notification provision shall not preclude the County from utilizing the positive test results in any administrative or disciplinary action up to and including dismissal as deemed appropriate in accordance with the applicable provisions of County Administrative Orders, the County Code, the Miami-Dade County Personnel Rules, and Departmental Rules and Regulations. All tests will be conducted in approved laboratories using recognized technologies. All disputes arising out of the implementation of this article will be pursued under Article 3 of the Agreement. The results of such tests may result in appropriate disciplinary action, u...
TOXICOLOGY AND ALCOHOL TESTING. 49.1 The County and the Association recognize that employee substance and alcohol abuse can have an adverse impact on Miami-Dade County Government, a Department's operation, the image of County employees and the general health, welfare, and safety of the employees, and the general public.
TOXICOLOGY AND ALCOHOL TESTING. The PHT and the Union recognize that employee substance and alcohol abuse can have an adverse impact on the Public Health PHT’s operations, the image of employees, and the general health, welfare, and safety of the employees and the general public. Employees reasonably believed to suffer from substance abuse may be referred, at the PHT’s discretion, to the Employee Assistance Program. The PHT encourages and supports employees who voluntarily seek assistance for substance abuse. An employee who voluntarily seeks assistance for substance abuse may not be issued corrective action for seeking assistance. However, voluntary participation in a substance abuse program shall not preclude corrective action for the employee should job performance or employee conduct issues arise. It is further understood by the parties that the authority to require that employees submit to such testing be approved by a Program Director, or higher authority within the GME Program, or the JHS/PHT Chief Physician Executive or designee, to ensure proper compliance with the terms of this Article. The PHT shall have authority to require employees to submit to toxicology and alcohol testing designed to detect the presence of any controlled substance, narcotic drug, or alcohol. The PHT agrees that requiring employees to submit to testing of this nature shall be limited to circumstances that indicate reasonable grounds to suspect that the employee is under the influence of such substances, suffers from substance or alcohol abuse, or is in violation of any PHT policies, practices and procedures pertaining to medication waste, documentation of medication administration, or use of automated dispensing cabinets. An employee who is to be tested in accordance with the provisions of this Article will be permitted to make a phone call to the Union. This phone call shall not prevent, inhibit, or unreasonably delay the testing of such employee. The results of such tests, or the employee’s refusal to submit to toxicology or alcohol testing, as provided for in this Article, can result in corrective action, up to and including termination, and may result in reporting to the Florida Board of Medicine. The parties agree that toxicology and alcohol testing are an acceptable part of Public Health PHT required physical examinations.
