Common use of Free Workplace Clause in Contracts

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

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

Free Workplace. Section 2. The following are situations in which employees may be required to undergo testing for drug or alcohol use: ⮚ Ø 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. ⮚ Ø 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