DRUG TESTING POLICY Clause Examples

DRUG TESTING POLICY. Section 30.1 The Lodge and the City recognize the desirability of maintaining a consistent policy for administering drug testing for bargaining unit members (Employees) in accordance with the Oklahoma Standards for Workplace Drug and Alcohol Testing Act, 40 O.S. Section 551 et seq, state and federal constitutions, and the privacy interest of the employees. The parties agree that drug and alcohol testing shall be administered in accordance with Appendix “F” of this agreement.

DRUG TESTING POLICY. The School District may request or require an employee to undergo drug and/or alcohol testing as set forth below when the superintendent at any time reasonably believes that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following: (Xxxxxxxx XXX Policy DCC-R)

DRUG TESTING POLICY. The Drug Testing Policy was negotiated in the collective bargaining agreement effective September 1, 2017.

DRUG TESTING POLICY. The Drug and Alcohol Testing Policy and Procedures will be set forth in the ʺGrant County Policy & Procedure Manualʺ Policy.

DRUG TESTING POLICY. The Costa Mesa Police Department Drug Testing Policy was implemented for all sworn positions in July 1993. The testing permits reasonable suspicion testing for permanent staff and random testing for probationary employees. Specific technical details of the policy that were agreed upon by Police - Management and the Association in conjunction with Risk Management remain effective as part of this MOU, and are incorporated herein by reference.

DRUG TESTING POLICY. Effective 02/01/2007 the Board of Education shall initiate a drug testing policy based on a reasonable suspicion standard. Said policy shall be implemented beginning May 1, 2007 (90 days after the effective date) and is contingent upon the following provisions: 1. All skilled trades employees will have attended an awareness seminar; and 2. Supervisors authorized to order reasonable suspicion testing shall be identified for each department; and 3. All authorized supervisors shall have attended a training session on proper procedures for administration of this policy. The complete policy shall be attached to this agreement.

DRUG TESTING POLICY. Section 58.1 Alcohol abuse, alcoholism, drug abuse, or drug addiction is recognized by the parties as interfering with City services and as posing a danger to the public’s health and safety as well as that of the employee’s. It is recognized that the employer and the employee have the right to insist upon an alcohol and drug free environment, and to be free from direction by an individual, where reasonable suspicion exist to believe that individual to be under the influence of alcohol or drugs. It shall be a term and condition of employment that all employees be free from alcohol abuse, drug dependence, illegal drug use, or drug abuse.

DRUG TESTING POLICY. When there is a reasonable cause to believe that an individual employee is using illegal drugs or alcohol at work or is under the influence of drugs or alcohol at work, and/or pursuant to current District CDL Drug Testing regulations, such employee will be directed to report to the District designated physician or medical clinic, on District time and expense, for a fitness for duty examination. This will involve appropriate testing, including possible urine or blood tests or breathalyzer exam as determined by the appropriate medical personnel. The circumstances supporting the allegation shall be reduced to writing, signed by two (2) referring supervisors and provided to the appropriate personnel and the Union prior to testing. An employee may be referred for such fitness for duty screening if two (2) supervisors who have received drug/alcohol abuse education have a reasonable suspicion that the employee is then under the influence of alcohol or a controlled substance. The demand for a urine, blood or breath specimen shall be made based only upon specific, objective facts, and reasonable inferences drawn from those facts in light of experience, that the employee is then under the influence of drugs or alcohol so as to endanger fellow employees, the public, or otherwise adversely impact on the employee’s ability to perform his or her job duties. In addition, employees may be referred for mandatory urine, blood or breathalyzer tests to determine substance abuse as part of a disciplinary probation for employees who have violated the District’s drug and alcohol rules. An employee shall be entitled to the presence of a Union representative before testing is administered. An employee who refuses to take a drug or alcohol test may be discharged immediately by the District. As concerns urine samples for drug testing, subject employees will undergo an initial screening (EMIT) test. For any positive results, a confirmatory test employing the gas chromatography/mass spectrometry (GC/MS) test will be used. The District will insure that there is a continuous chain of custody of any sample taken from an employee. Specimen collection will occur in a medical setting and the procedures shall not demean, embarrass, or cause physical discomfort to the employee. The results of a drug or alcohol screening test will be kept strictly confidential. An employee who tests positive for drugs and/or alcohol will have the opportunity to review the test results and, if desired, a reason...

DRUG TESTING POLICY. 1. Employees or applicants for employment (hereinafter “employees”) who possess “illegal drugs” on the job site, except for medication prescribed by the employee’s physician or over‑the‑counter medication, and employees functionally impaired from performing their duties due to “illegal drugs” may be barred from the job site subject to the terms below. As used herein, the term “illegal drugs” means any chemical substance whose (1) manufacture, use, possession or sale is prohibited by law; and (2) any legally dispensable controlled substance (medications available only as prescribed by a licensed physician) obtained fraudulently or used by any individual other than the person for whom prescribed. 2. An employee on the job site may be required to submit to a chemical test which demonstrates on‑site impairment if a reasonable, objective basis will exist to believe that the employee is impaired on the job site. A reasonable, objective basis will exist under the following circumstances: (a) A first hand observation is made of the employee’s job performance, and documented in writing prior to any tests and (b) The employee’s conduct or actions indicating alleged impairment shall be observed and documented in writing by two supervisors on the job site; and (c) A determination is made that the employee’s conduct is symptomatic of drug impairment by a physician or health care professional qualified to make such a determination following a consultation with the employee. Persons refusing to submit, under the aforementioned circumstances, to a test which complies with the minimum procedural guidelines set forth below may be barred from the job site subject to the terms below. 3. An employee determined to be impaired from drugs on the job site, as a result of properly implemented medical tests described in this Agreement, will, in first occurrence, be offered the opportunity to enter a rehabilitation or counseling program from a list of local programs provided by the Union from which the employee may choose. If the employee enters such a program, his status as an employee will not be affected and he will be allowed continued access to the site under the conditions established by the program. 4. For purposes of this Agreement, being “impaired from illegal drugs” means the chemical tests results demonstrate on‑site functional impairment in accordance with the consensus of the scientific community and at a metabolic levels accepted by the scientific community show or infe...