Employee Testing. Employees shall not be subject to random medical testing involving urine or other similar or related tests for the purpose of discovering possible drug or alcohol abuse however, if objective evidence exists establishing probable cause to believe an employee’s work performance is impaired due to drug or alcohol abuse, the employer will require the employee to undergo a medical test consistent with the conditions set forth in this Policy. An employee that is ordered to participate in a drug and alcohol test shall have the right to consult with the Medical Review Officer, Treating Physician or Attending Physician following the testing process.
Employee Testing. Employees shall not be subject to random medical testing involving urine or blood analysis or a similar or related test for the purpose of discovering possible drug or alcohol abuse. If, however, there is reasonable suspicion that an employee's work performance is currently impaired due to drug or alcohol abuse, the Employer may require the employee to undergo a medical test consistent with the conditions set forth in this Policy. This reasonable suspicion may be based upon the following: Involvement in a fatal or serious bodily injury accident or in an accident involving substantial property damage (i.e., in excess of $25,000; or An observable phenomena, such as direct observation of drug/alcohol use or the physical symptoms of being under the influence of a drug or alcohol; or An arrest or conviction of a drug related offense; or Involvement in a physical altercation while on duty.
Employee Testing. Employees will be required to undergo drug and/or alcohol testing as a condition of continued employment in order to ascertain prohibited drug use, as provided below:
Employee Testing. Unless otherwise required by law, employees shall not be subject to random urine testing, blood testing or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If the City has reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol use, the City may require the employee to undergo a drug and/or alcohol test consistent with the conditions set forth in this Appendix. Reasonable suspicion for the purposes of this article is defined as follows: The City’s determination that reasonable suspicion exists shall be based on specific, articulated observations concerning the appearance, behavior, speech or body odors of an employee.
Employee Testing. No employee will be tested for drug or alcohol abuse unless there exists reasonable suspicion to believe that the employee to be tested is under the influence of illegal drugs or alcohol. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the officer in charge of the unit. The officer in charge must document in writing who is to be tested and why the testing was ordered. Failure to follow any of these procedures shall result in the elimination of the test results as if no test had been administered. The test results shall be destroyed and no discipline shall be levied against the employee.
Employee Testing. Employees shall be subjected to random medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If there is a reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol abuse, the Employer will require the employee to undergo a medical test consistent with the conditions as set forth in this policy. This reasonable suspicion may be based on the following: Involvement in a fatal or serious bodily injury accident or in an accident involving substantial damage (exceeding $10,000.00); or An observable phenomena, such as direct observation or drug/alcohol use or the physical symptoms of being under the influence of a drug or alcohol; or A pattern of abnormal conduct or erratic behavior; or An arrest and conviction of a drug related offense; or Information provided by reliable and credible sources that have been independently corroborated.
Employee Testing. One hundred and twenty (120) days after the implementation of this Drug and Alcohol Testing Policy, the City shall commence the one-time random testing of all bargaining unit members for drug or alcohol abuse utilizing the procedures outlined herein in Sections 6, 7 and 8. Said one-time random testing shall be completed within one hundred and twenty (120) days of the commencement of the testing, providing any bargaining unit members absent from work during this testing period shall be tested on their first scheduled weekday tour after returning to work or as soon thereafter as practicable. Thereafter, no employee will be tested for drug or alcohol abuse unless there exists reasonable suspicion to believe that the employee to be tested is under the influence of illegal drugs or alcohol. After the initial testing referenced in this Section, mass testing is prohibited, random testing is prohibited unless it is part of follow-up care for rehabilitation, as referenced in Section 11. Any Fire Department officer who has reasonable suspicion to suspect that an employee is under the influence of illegal drugs or alcohol while on duty shall immediately inform the Tour Commander. Any Deputy Fire Chief who believes there is reasonable suspicion to suspect that an employee is under the influence of alcohol or illegal drugs shall immediately inform the Fire Chief, or Acting Fire Chief, for purposes of confirming the reasonable suspicion. The Fire Chief, or Acting Fire Chief, shall contact the Union President, Vice President or Secretary-Treasurer for the purpose of informing and involving the appropriate and available Union representative. The Fire Chief, or Acting Fire Chief, may then order the employee to report to a medical facility and provide blood and urine samples for testing. In the presence of the employee and Union representative, the supervisor shall present the observations establishing the reasonable suspicion for testing. Upon hearing the supervisor’s confirmed observations, the employee shall receive a written description of the Drug and Alcohol policy, rights, obligations, and options and shall be presented with the opportunity to immediately self-refer to the employee assistance program. This “self-referral after confrontation” option shall only be available to an individual once in any two (2) year period. While the observations of the Union representative may be solicited and are relevant in the context of the joint Employer/Union commitment to addres...
Employee Testing. Employees shall be subjected to medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse if there is a reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol abuse. This reasonable suspicion may be based on the following:
Employee Testing. The Employer agrees to train all supervisors to recognize behaviors which may give rise to a suspicion test request. It is agreed that the employer will regularly train supervisors as to the proper procedures for dealing with a possible substance abuse and that this training will be provided, at minimum, once every two years. A supervisor may order an employee to immediately submit to a urinalysis test for drugs and/or a breathalyzer test for alcohol whenever the City has reasonable suspicion to believe that the employee has violated the provisions of this Policy concerning reporting to work or being at work “under the influence” of drugs or alcohol.
Employee Testing. Any employee who has a reasonable belief that they have been exposed to Coronavirus shall be permitted to take time off of work, without loss of pay, to be tested for same.
