Drug and Alcohol Policy. 66.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time)
Drug and Alcohol Policy. 65.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix H. The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink. 66 Safe and Respectful Workplace
Drug and Alcohol Policy. EMPLOYEE agrees to abide by the terms of the Extended Systems Drug and Alcohol Policy. Receipt of Drug and Alcohol Policy is hereby acknowledged. /s/ KR (Employee Initials).
Drug and Alcohol Policy. Incorporated herein and made a part of this Agreement are the provisions of the Employer’s written Drug and Alcohol Policy.
Drug and Alcohol Policy. Tenants shall abide by University policies, procedures and regulations and local, state and federal laws regarding alcohol and drug use, including the following: The possession, use, sale, or distribution of any controlled substance, illegal drug, or related paraphernalia is prohibited. Students alleged to be involved with drugs in or around the residence halls will be referred to the UM Department of Resident Life’s Office of Rights and Responsibilities. The case will be resolved in accordance with the Office’s adjudication process set forth in the Community Living handbook and in the UMD Code of Student Conduct. Where applicable, sanctions will address both the Tenant’s lease status and the student status of the respondent. Violations of the drug policy may result in Immediate Housing Termination and Suspension or Expulsion from the University. In cases where the respondent is not deemed to be an immediate threat to the campus community, an alternate sanction, in conjunction with a substance abuse intervention that may include classes and random drug testing (at the individual’s expense) may be granted. The possession/use of alcohol by minors is prohibited. Kegs and common sources of alcohol are prohibited. Parties involving alcohol are prohibited. The sale of alcohol is prohibited. Possession of alcohol in common areas such as, but not limited to, hallways, lobbies, and lounges, is prohibited for all.
Drug and Alcohol Policy. The Parties agree to adopt and abide by the provisions of the "Construction Industry of British Columbia Substance Abuse Testing and Treatment Program Policy" for all work covered by the Agreement.
Drug and Alcohol Policy. 16.01 The parties agree to adopt the Construction Industry of British Columbia Substance Abuse Testing and Treatment Program Policy.
Drug and Alcohol Policy. The Drug and Alcohol Policy will be in accordance with Board Policy 2400.
Drug and Alcohol Policy. (a) Concurrence Except for the matters set out in articles 13.07(b) and (c) below, the Canadian Model for Providing a Safe Workplace, Version 6.0 [the “Canadian Model”], will be implemented by agreement under this Collective Agreement for the purposes set out in section 1.1 of the Canadian Model, and the Parties will co-operate with each other in achieving those purposes.
Drug and Alcohol Policy. The City and Association jointly recognize alcoholism and drug abuse as illnesses which may be treatable. The parties are concerned regarding alcoholism and drug problems which cause poor attendance and unsatisfactory employment related performance and/or which may pose a danger to employees or the public. Therefore, the City and Association endorse the concept of a drug free work place. Possession and/or sale of illegal drugs, use of illegal drugs or misuse of prescribed drugs or alcohol, or being under the influence of drugs or alcohol while on the job is strictly prohibited. Employees violating this policy are subject to discipline, up to and including termination. When reasonable cause (relates to readiness and/or ability to perform job responsibilities) exists, the City may require employees to submit to a medical examination, including but not limited to a urine or blood analysis, to determine whether the employee is using drugs or alcohol. Said testing shall occur on City time and be paid for by the City. An employee’s failure to submit to a medical examination will be considered an act of insubordination and, therefore, subject to disciplinary action. Depending on the circumstances causing the order for medical examination, employees testing positive may be subject to discipline, up to and including termination. Upon being informed that the employee tested positive, the employee may request a meeting with the Human Resources Director and the Police Chief to review the test results and provide the employee’s explanation for such results. Employees are encouraged to voluntarily participate in the City sponsored employee assistance program (EAP). However, EAP participation may be a City-mandated alternative to disciplinary action arising out of a violation of the City’s drug and alcohol policy. As a course of participating in the EAP on a mandated basis, an employee may be required to enter into a “return to work agreement” with the City. Said agreement shall stipulate ongoing freedom from drug and/or alcohol use as a condition of continued employment. Employees who seek voluntary assistance for alcohol and/or substance abuse will not be disciplined for seeking such assistance. Requests from employees to the Police Chief for such assistance shall remain confidential and shall not be revealed to other employees or management personnel who do not have a need to know, without the employee’s consent. Employees enrolled in substance abuse programs shall be...
