Administration of Tests Clause Samples
Administration of Tests. The City may require an employee to submit immediately to breathalyzer and/or urine tests if the City determines there is reasonable suspicion for such testing. If an employee is required to undergo such testing based on reasonable suspicion, the City will provide the employee with the basis for such reasonable suspicion in writing at or about the time the test is administered. If the written basis is not provided prior to the actual test, a verbal statement of the basis will be provided prior to administering the test. The City may use breathalyzer tests as well as urine tests for alcohol testing. For drug/alcohol tests not involving a breathalyzer, the City shall use D.O.T. laboratories and shall have a supervisor accompany the employee being tested to the testing facility. The testing facility shall be responsible for maintaining the proper chain of custody. The taking of urine samples shall not be witnessed unless there is reasonable suspicion to believe the employee is tampering with the testing procedure. If the first test results in a positive finding, a confirmatory test (GC/MS or a scientifically accurate equivalent) shall be conducted. An initial positive result shall not be submitted to the City unless a confirmatory test result is also positive as to the same sample. Upon request, the City shall provide an employee with a copy of any test results which the City receives with respect to such employee. A portion of the tested sample shall be retained by the laboratory so that the employee may arrange for another confirmatory test (GC/MS or a scientifically accurate equivalent) to be conducted by a licensed clinical laboratory of the employee’s choosing and at the employee’s expense. Once the portion of the tested sample leaves the clinical laboratory selected by the employer from the list maintained by the City, the employee shall be responsible for maintaining the proper chain of custody for said portion of the tested sample. Within two (2) working days after the test is administered, the employee may request a meeting with his department head. At any such meeting, the employee may raise issues relating to the testing, including the basis for reasonable suspicion. The employee shall also have a one-time only option at this meeting to admit to a drug/alcohol problem and to seek assistance from the City’s Employee Assistance Program (“EAP”). If the employee invokes this option, the test results shall not be made available to the City. Except where...
Administration of Tests. CONSULTANT shall determine and notify CITY as to the proper version of testing instruments to be administered by the CITY.
Administration of Tests. All current employees will be given a copy of the Drug and Alcohol Abuse Policy upon execution of this Agreement. All newly hired employees will be provided with a copy at the start of their employment.
Administration of Tests.
1. All current employees will be given a copy of the Drug and Alcohol Abuse Policy upon execution of this Agreement. All newly hired employees will be provided with a copy at the start of their employment.
2. Nothing in this Policy shall limit or prohibit the City from requiring applicants for bargaining unit positions to submit blood and/or urine specimens to be screened for the presence of drugs and/or alcohol prior to employment.
Administration of Tests. A. Educating Employees Regarding Drug Testing All eligible employees of the Fire Department will receive a copy of the Employer’s drug testing policy. Employees will be provided with information concerning the impact of the use of drugs on job performance. In addition, the Employer will educate and inform the employees on the testing procedure and the consequences of testing positive for drug use/abuse. All newly hired employees will be provided with this education and information. No employees shall be tested unless this education and information has been provided to him/her.
B. Reasonable Suspicion Testing
1. Reasonable suspicion exists if specified objective facts and circumstances warrant rational inferences that a person is using, in possession of, and/or is individually impaired due to the abuse of drugs. Reasonable suspicion will be based upon the following:
a. Observable phenomenon, such as direct observation of use, possession, and/or the evidence of individual symptoms of impairment resulting from using or being under the influence of drugs; and/or
b. Information provided by an identifiable (including name), reliable and credible source, which can be independently corroborated. Information has to be given to the individual or his designee in accordance with Section D.2.
2. Where there is reasonable suspicion that an employee is under the influence of drugs or there is evidence of impairment while on duty, that employee may be required to report for drug testing. The Fire Chief or designee, or the Director of Human Resources or designee (these people shall be trained to determine the factors or symptoms needed for the reasonable suspicion test), shall determine if reasonable suspicion exist.
C. Random Drug Testing
1. The City and the Union agree that the employees shall be divided into two groups, day shift Telecommunicators and night shift Telecommunicators. The City and the Union further agree, for the purposes of Random Drug Testing only, that the day shift Telecommunicators and the night shift telecommunicators shall be assigned to previously designated random drug testing groups with IAFF Local 413, and shall be tested along with those groups when so selected in accordance with this Collective Bargaining Agreement. Specifically, the day shift Telecommunicators shall be assigned to group twelve (12) and the night shit Telecommunicators shall be assigned to group thirteen (13), of IAFF Local 413 Random Drug testing Program. In the event that th...
Administration of Tests. A. County will administer tests for corporal and sergeant, such that there exists a current promotional list.
B. County shall, not less than forty-five (45) calendar days prior to conducting such tests, announce at least the following:
1. Date, time and place of the test
2. Method of scoring
3. Areas covered by the test
4. Sources from which examination questions are drawn (a master set of source material will be maintained in the Department’s Training Section Library or electronically, for review by staff, Union and all applicants)
5. Sign up dates (sign up shall occur not less than thirty (30) calendar days prior to the tests being given and shall be open for not less than fifteen
Administration of Tests. The Field Examiner agrees that it will administer and use the Test, assessments, or any other related materials (e.g., the technical manual, scoring keys, instructions), (collectively, the “Test Materials”), following all standardized procedures provided by PRO-ED (see Paragraph 8), to Examinees (whether identified from the Examinee Portal, or when Field Examiner has selected examinees on their own and obtained all authorizations/informed consents) and send the Contracted Data, as defined below, to PRO-ED. The number and types of Examinees, their locations, means of delivery (in-person or online) and any other requested demographic characteristics for Examinees shall be those specified in the Field Examiner Portal at the time of Test Checkout. The administered Tests and the related forms, responses, protocols, results and data collected by the Field Examiner and provided to PRO-ED shall be considered the “Contracted Data.”
Administration of Tests. 1. Testing shall be offered at least two (2) times within twelve (12) months from January 1 – December 31. Test(s) shall be routinely administered and scored under the direction of the Human Resources Department. The scores of any test(s) taken by the bargaining unit member will be shared in writing with the bargaining unit member.
2. Tests excluded from the twice (2 times) annual testing include any tests that are developed or revised in response to a specific posting of a position (e.g., presentation, Excel analysis, Access analysis, in-baskets, legal business letter, and business letter). If the member passes any of the tests in C.2, those scores will remain in the personnel file for one (1) year. The member shall not be required to retest if the test is the same test for the posted job.
3. All other test scores will be retained by the Employer in the bargaining unit member’s personnel file.
Administration of Tests a. Informing Employees Regarding Drug/Alcohol Policy: All employees shall be informed, in writing, of the Employer's drug/ alcohol testing policy before testing is administered. All newly hired employees will be provided with this information before commencing work.
b. When A Test May Be Compelled:
Administration of Tests. In accordance with Federal Regulations, neither the supervisor of an employee or a person designated to make the determination of reasonable suspicion shall administer alcohol or prohibited drug tests.