Testing Based on Reasonable Suspicion Sample Clauses

Testing Based on Reasonable Suspicion. Any employee of the City of Margate who is believed to have violated the above-described rules may be required to take a drug test for controlled substance, drug or alcohol use contrary to these rules, upon reasonable suspicion as determined by the employee's department head, or designee.
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Testing Based on Reasonable Suspicion. Individuals who appear to be unfit for work will not be permitted to work and may be subject to a fitness-for-duty examination at a designated medical facility. An employee may be required to be tested for drug and alcohol abuse whenever Selectemp or their customer has reasonable suspicion to believe that an employee's work performance or on-the-job behavior may have been affected in any way by the use of drugs or alcohol. Reasonable suspicion is drawn from specific and articulate facts and reasonable inferences drawn from those facts in light of experience, leading to a belief that an employee is using or has used drugs or alcohol in violation of this policy. Such facts and inferences may be drawn from, but are not limited to, the following:
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Testing Based on Reasonable Suspicion. When a supervisor or Command Staff member reasonably suspects that an employee may be under the influence of or impaired by a substance, the employee shall be required to submit to a substance test. Although an employee may be relieved of duty at any time because of such concerns, a supervisor’s or manager’s decision to require a substance test must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the employee. The supervisor or manager making the determination must have received training in detecting the signs and symptoms of substance abuse. Except in emergency situations, the supervisor should consult with another supervisor, Command Staff member, or representative of the Human Resources Department to ensure that adequate grounds for reasonable suspicion exist.
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Testing Based on Reasonable Suspicion. When YNHA finds that there are facts (such as observed physical appearance and behavior or police reports) that support a reasonable suspicion of the presence of alcohol or a controlled substance in Tenant or adult household members, YNHA may require the Tenant and adult household members to submit to a screen for both drugs and alcohol.
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Testing Based on Reasonable Suspicion. Whenever there is reasonable suspicion to believe that an employee is using a prohibited drug/alcohol, such employee shall be drug/alcohol tested. The decision to so test will be based on a reasonable belief that the employee is using prohibited drug/alcohol on the basis of the specific, contemporaneous, physical, behavioral or performance indicators of probable drug/alcohol use. One supervisor of the employee trained in detecting possible drug/alcohol use symptoms shall substantiate the decision to test. When testing is based upon reasonable suspicion, the Borough will, if feasible, afford a Shop Xxxxxxx an opportunity to observe the employee. REHABILITATION AND DISCIPLINE All employees are entitled to voluntarily participate in the “Employee Assistance Program” regardless of positive test result being received. However, if there is a positive test result, participation in the “Employee Assistance Program” or an alternate program approved by the Borough of Collingswood Administration shall be a prerequisite to continued employment. Refusal to enroll in a program or to complete a full course of rehabilitation shall be cause for immediate termination of services. A positive alcohol test is one with a level of .040 or greater. Employees with a pattern of reading between .020 and .039 may also be subjected to enrolling in a mandatory counseling program. In addition to completing a required course of rehabilitation, employees shall be subject to the following discipline:
Sample 1
Testing Based on Reasonable Suspicion. Individuals who appear to be unfit for work will not be permitted to work and may be subject to a fitness-for-duty examination at a designated medical facility. An employee may be required to be tested for drug and alcohol abuse whenever Selectemp or their customer has reasonable suspicion to believe that an employee's work performance or on-the-job behavior may have been affected in any way by the use of drugs or alcohol. Reasonable suspicion is drawn from specific and articulate facts and reasonable inferences drawn from those facts in light of experience, leading to a belief that an employee is using or has used drugs or alcohol in violation of this policy. Such facts and inferences may be drawn from, but are not limited to, the following: Observable behavior while at work, such as direct observation of drug or alcohol use or of the physical symptoms or manifestations of being under the influence of drugs or alcohol, abnormal conduct or erratic behavior while at work, or a significant deterioration at work; or Reports by any co-workers that there is a belief that an employee is working under the influence of controlled substances; or Evidence that an employee has used, possessed, sold, solicited, or transferred drugs or alcohol while working, while on Selectemp customer premises, or while operating customer machines or equipment. Either a member of management or a Selectemp representative will accompany the employee to the test site, or Selectemp will provide the employee with an alternative means of transportation to the test site. An employee who tests positive for drugs or alcohol as a result of a reasonable suspicion test will be subject to discipline, up to and including immediate discharge. If the employee tests negative, the employee will be permitted to return to work.
Sample 1
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Testing Based on Reasonable Suspicion. Whenever there is reasonable suspicion to believe that an employee is using a prohibited drug/alcohol, such employee shall be drug/alcohol tested. The decision to so test will be based on a reasonable belief that the employee is using prohibited drug/alcohol on the basis of the specific, contemporaneous, physical, behavioral or performance indicators of probable drug/alcohol use. One supervisor of the employee trained in detecting possible drug/alcohol use symptoms shall substantiate the decision to test. When testing is based upon reasonable suspicion, the Borough will, if feasible, afford a Shop Xxxxxxx an opportunity to observe the employee. REHABILITATION AND DISCIPLINE All employees are entitled to voluntarily participate in the “Employee Assistance Program” regardless of positive test result being received. However, if there is a positive test result, participation in the “Employee Assistance Program” or an alternate program approved by the Borough of Collingswood Administration shall be a prerequisite to continued
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Related to Testing Based on Reasonable Suspicion

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • Reasonable Cause Testing Reasonable cause for testing is a belief that an employee is under the influence of a drug and/or alcohol based on specific facts and/or reasonable inferences derived from those facts. An observing supervisor shall describe and document the following: -Specific observations concerning the appearance, behavior, speech or performance of the employee; and/or -Violation of safety rule or other unsafe work incident which, after investigation, leads the supervisor(s) to believe that drug and/or alcohol use may be a contributing factor; and/or -Other physical, circumstantial or immediate indicators of drug and/or alcohol use.

  • Reports of unusual occurrence The Contractor shall, during the Maintenance Period, prior to the close of each day, send to the Authority and the Authority’s Engineer, by facsimile or e- mail, a report stating accidents and unusual occurrences on the Project Highway relating to the safety and security of the Users and Project Highway. A monthly summary of such reports shall also be sent within 3 (three) business days of the closing of month. For the purposes of this Clause 15.4, accidents and unusual occurrences on the Project Highway shall include:

  • FLORIDA CONVICTED/SUSPENDED/DISCRIMINATORY COMPLAINTS By submission of an offer, the respondent affirms that it is not currently listed in the Florida Department of Management Services Convicted/Suspended/Discriminatory Complaint Vendor List.

  • Supervisor's Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent at the end of the probationary period, which report shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action:

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