Free Workplace. The Recipient must be in compliance with The Federal Drug Free Workplace Act of 1988. The policies and procedures applicable to violations of these requirements are set forth in 41 U.S.C. §§ 8101-8106.
Free Workplace. Contractor will provide a drug-free workplace as required by Government Code, sections 8355 through 8357. National Labor Relations Board. No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.
Free Workplace. The Contractor hereby certifies compliance with Government Code Section 8355 in matters relating to providing a drug-free workplace. The Contractor will:
Free Workplace. CONSULTANT shall assure the City that it will administer in good faith a policy designed to ensure that CONSULTANT is free from the illegal use possession or distribution of drugs of alcohol.
Free Workplace. Compliance with the Drug-Free Workplace Act of 1988 (Public Law 100-690, Title V, Subtitle D, as amended) requires that all organizations receiving grants from any federal agency agree to maintain a drug-free workplace.
Free Workplace. 1. agree(s) that it will publish a drug-free workplace statement and provide a copy to each employee who will be engaged in the performance of any project/program that receives Federal funding. The statement must
Free Workplace. By signing this Agreement, the Provider certifies that it shall provide a drug-free workplace by: publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the Provider’s workplace and specifying the actions that will be taken against employees for violation of such prohibition; establishing a drug-free awareness program to inform employees about the dangers of drug abuse in the workplace, the Provider’s policy of maintaining a drug-free workplace, available drug counseling and rehabilitation programs, employee assistance programs, and the penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; providing a copy of the drug-free workplace statement to each employee to be engaged in the performance of this Agreement; notifying the employees that as a condition of employment under the Agreement the employee will abide by the terms of the statement and notify the employer of any criminal drug conviction for a violation occurring in the workplace no later than five days after such conviction. The Provider shall notify the state agency within ten days after receiving notice of criminal drug convictions occurring in the workplace from an employee, or otherwise receiving actual notice of such conviction, and will take one of the following actions within 30 days of receiving such notice with respect to any employee who is so convicted: take appropriate personnel action against the employee, up to and including termination, or requiring the employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency.
Free Workplace. The Contractor hereby certifies as follows:
Free Workplace. The Contractor hereby certifies as follows: Contractor will not engage in the unlawful manufacture, sale, distribution, dispensation, possession, or use of a controlled substance or marijuana during the performance of this Contract; and If Contractor has more than one employee, including Contractor, Contractor shall provide for such employee(s) a drug-free workplace, in accordance with the Georgia Drug-free Workplace Act as provided in O.C.G.A. Section 50-24-1 et seq., throughout the duration of this Contract; and
Free Workplace. Section 2. The following are situations in which employees may be required to undergo testing for drug or alcohol use: When there is reasonable cause to suspect that an employee has consumed alcoholic beverages or controlled substances on or off school property during, and/or before reporting to work. When an employee is involved in a work-related accident in which the employee is injured, the employee injures someone else, or district property has been damaged and there is reasonable cause to suspect that the employee’s involvement in the accident is due in part or whole to the employee’s consumption of alcoholic beverages or controlled substances. Reasonable suspicion must be based on specific, contemporaneous, articulable observations concerning the employee’s appearance, behavior, speech or body odors. The observations may include indications of the chronic and withdrawal effects of controlled substances. Personnel responsible for reasonable suspicion judgments (after appropriate training) are as follows: Supervisor -- principal, assistant director, director If the supervisor has reasonable cause to suspect, he/she shall request (through the principal or designee) that the superintendent or designee evaluate the employee. Superintendent or Designee May include the superintendent or an appropriate administrator he/she designates (usually a director or assistant superintendent) If the superintendent or designee agrees that reasonable suspicion tests have been met, he or she may require the employee to undergo testing for drug or alcohol use. When it is evident that an employee has consumed alcoholic beverages or controlled substances off school property during and/or before a school activity, which in the opinion of the school district administrators might impair the employee, the employee will not be allowed on school property, or to participate in school activities. Staff members who violate this regulation will be subject to the same penalties as for possession or consumption on school property. The Board of Education hereby commits to a continuing good-faith effort to maintain a drug-free workplace. PROCESS CHRONOLOGY
