Determination of Reasonable Suspicion Sample Clauses

Determination of Reasonable Suspicion. The person designated to confirm whether reasonable suspicion exists to require a covered employee to undergo alcohol or drug testing must be a managerial/confidential employee. The behavior giving rise to reasonable suspicion shall be a recognized symptom of impairment, alcohol or controlled substance abuse.
Sample 1
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Determination of Reasonable Suspicion. An employee may be subject to reasonable suspicion drug testing whenever a BOCES administrator or supervisor has grounds to suspect that the employee is under the influence of drugs. An employee may be subject to reasonable suspicion alcohol testing whenever a BOCES administrator or supervisor has grounds to suspect that the employee is under the influence of alcohol while on duty, on BOCES property or on BOCES business. The behavior giving rise to reasonable suspicion shall be a recognized symptom of impairment, due to alcohol or controlled substances, or there must be evidence of recent or on the job use of alcohol or controlled substances. Any employee exhibiting behavior, conduct, or personal or physical characteristics indicative of having used or consumed alcohol or drugs shall be subject to testing under this policy.
Sample 1
Determination of Reasonable Suspicion. The persons design detennine whether reasonable suspicion exists to require a covered employee to undergo alcohol or drug testing will be any department head, assistant/deputy department head, Commissioner, or Deputy Commissioner, attorney or the City' Manager, of the City provided that they are trained pursuant to this policy.
Sample 1
Determination of Reasonable Suspicion. The persons designated to determine whether reasonable suspicion exists to require a covered employee to undergo alcohol or drug testing (hereinafter referred to as the “designated supervisor”) shall be the department head/supervisor who must be of the rank of Sergeant or above.
Sample 1

Related to Determination of Reasonable Suspicion

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

  • Independence from Material Breach Determination Except as set forth in Section X.D.1.c, these provisions for payment of Stipulated Penalties shall not affect or otherwise set a standard for OIG’s decision that CHSI has materially breached this CIA, which decision shall be made at OIG’s discretion and shall be governed by the provisions in Section X.D, below.

  • Determination of Responsiveness 28.1 The Procuring Entity's determination of a Tender's responsiveness is to be based on the contents of the Tender itself, as defined in ITT28.2.

  • Determination of Position(s) The Appointing Authority shall determine the position(s) in the class or class option, if one exists, and employment condition and work location which is to be eliminated.

  • Payment after Notice of Termination The Manager’s acceptance of any payment of arrears or of any other payment for the use or occupation of the Room, after delivery of a notice terminating this Agreement to the Resident, does not operate as waiver of a notice of termination, nor reinstatement of this Agreement.

  • Determination by Independent Firm In the event of any question arising with respect to the adjustments provided for in this Article 4 such question shall be conclusively determined by an independent firm of chartered accountants other than the Auditors, who shall have access to all necessary records of the Corporation, and such determination shall be binding upon the Corporation, the Warrant Agent, all holders and all other persons interested therein.

  • Termination in the Event of Financial Difficulties If the HSP makes an assignment, proposal, compromise, or arrangement for the benefit of creditors, or is petitioned into bankruptcy, or files for the appointment of a receiver the Funder will consult with the Director before determining whether this Agreement will be terminated. If the Funder terminates this Agreement because a person has exercised a security interest as contemplated by section 107 of the Act, the Funder would expect to enter into a service accountability agreement with the person exercising the security interest or the receiver or other agent acting on behalf of that person where the person has obtained the Director's approval under section 110 of the Act and has met all other relevant requirements of Applicable Law.

  • T ermination In the event that either party seeks to terminate this DPA, they may do so by mutual written consent and as long as any service agreement or terms of service, to the extent one exists, has lapsed or has been terminated. The LEA may terminate this DPA and any service agreement or contract with the Provider if the Provider breaches any terms of this DPA.

  • FINAL DETERMINATION BY BOARD The Board shall have the right and power to adjust and determine finally all questions as to the proper and timely performance of the work and the amounts earned under this Contract, all as provided in General Conditions.

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