Common use of DRUG & ALCOHOL POLICY Clause in Contracts

DRUG & ALCOHOL POLICY. The Employers and Union recognize that any drug and/or alcohol use in the workplace is an extreme safety and health hazard. To that end, both the Employers and Union strongly support and recommend the use of a lawful and reasonably enforced drug and alcohol policy adopted by an Employer, to help ensure a safe working environment for the Employees. Prior to the implementation or modification, the Employer will provide the Union with a complete copy of its policy and procedures. In addition, the Employer involved agrees to indemnify and hold harmless the Union from any liability resulting from a drug test administered by the Employer involved. All costs associated with this program are to be paid for by the Employer involved. Any Employer that implements a drug and alcohol policy pursuant to this section will apply its policy to all Employees of the company, regardless of Union affiliation and/or job classification, but subject to the restrictions of the NLRA and other applicable laws. The Union, in cooperation with the IFCA/GBCA, shall administer a drug testing program covering all bargaining unit members employed by IFCA/GBCA Employers and any other Employer signatory to this Agreement. To the extent that drug testing is required by a 3rd party, as a condition for admission to a jobsite or facility, or as a result of an accident, drug testing will be accepted without question. In the case of an outside entity, the testing will be paid for by the Employer or the entity requesting the test. Results of these tests will be confidential between the designees of the Union and the Contractor requesting the testing. If an Employee who is identified for testing refuses to comply, they will be deemed to have tested positive. Any member who tests positive may not return to work for any signatory Employer until they have made arrangements and/or enrolled in a self-help program through ATAP.