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 Drug and Alcohol Testing Policy and Procedures will be set forth in the ʺGrant County Policy & Procedure Manualʺ Policy.
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:
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. 45.1 The City and the Union agree that the responsibility of serving and protecting the community is incompatible with the illegal use of any substance by members of the bargaining unit. The unlawful manufacture, distribution, dispensation, possession or use of such substances is unacceptable either on the job or in the patrolman’s personal capacity. This policy shall not be applicable to members of the Metro Narcotics and Vice units.
DRUG TESTING POLICY. The Drug Testing Policy was negotiated in the collective bargaining agreement effective September 1, 2017. The program will commence on September 1, 2017. The testing procedures and administration will be conducted by Modern Assistance Program, Quincy, Massachusetts. All new hires will be pre-tested before referral to the contractor. Commencing September 1, 2017, all Members will be required to be retested annually during the month of their birth date.
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. The members agree to participate in a mutually agreed drug testing policy between the membership and the Borough of Collingswood.
DRUG TESTING POLICY. The department may implement a policy which includes both random and for-cause drug testing. The City will meet and confer with the Association prior to implementing such a policy. The policy will apply to all sworn department personnel.
DRUG TESTING POLICY. Where there is 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 who have received drug/alcohol abuse education, 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) referring 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. No employee who is out of service due to a positive drug test shall be returned to work until he/she has a negative drug test. However, an employee who has been o...
