Drug Testing Sample Clauses

Drug Testing. The state and the Union agree to drug testing of employees in accordance with section 112.0455, Florida Statutes, the Drug-Free Workplace Act, and section 944.474, Florida Statutes. SECTION 1 – Hours of Work – Excluded Employees

Drug Testing. (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

Drug Testing. The Company reserves the right to establish and enforce any lawful policy concerning employee use, possession or transfer of drugs or testing for drugs as a condition of employment. In the event there are reasonable grounds to suspect an employee is using drugs or under the influence of drugs on the job, the Company reserves the right to impose any and all discipline, including termination for refusal to submit to lawful testing.

Drug Testing. 59.1 Except as required by federal or state laws or as provided in this Agreement, the Employer will not perform or cause to be performed a drug test of any employee covered by this Agreement. The Union and the Employer recognize that the Employer currently performs drug and alcohol testing for Commercial Driver’s License (CDL) holders as required by federal law in accordance with the Employer’s Administrative Policy Statement 13.7, and that the Employer will continue to do so unless changes to federal law either eliminate or modify the requirement for drug and alcohol testing for CDL holders. 59.2 Should federal or state law either change or impose new requirements for drug and/or alcohol testing of bargaining unit employees, the Employer agrees that it will negotiate impact with the Union. 59.3 In the event that the University determines that additional drug testing is necessary, the Employer agrees that it will discuss any proposal with the Union and negotiate impact.

Drug Testing. (A) The state and the Union agree to drug testing of employees in accordance with section 112.0455, Florida Statutes, the Drug-Free Workplace Act and section 944.474, Florida Statutes. (B) Unless otherwise specified, all classes covered by this Agreement are designated safety sensitive for drug testing purposes in accordance with section 112.0455, Florida Statutes. (C) In accordance with section 944.474, Florida Statutes and the Department of Corrections Personnel Procedures, all employees in the classes of Physician and Senior Physician within the Department of Corrections shall be subject to random drug testing. In accordance with Article 25 of this Agreement, if section 944.474, Florida Statutes, is repealed, or found unconstitutional or invalid by a court of competent jurisdiction, this subparagraph shall not be applicable, performed, or enforced.

Drug Testing. 37.01 The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance by employees is prohibited in the workplace, except as otherwise may be allowed by law, and employees in violation of this provision may be subject to disciplinary action as set forth in this article. Further, an employee must notify the Employer of any drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction. 37.02 The Employer may, at its discretion, implement a drug testing procedure for controlled substances for all employees, providing such procedure is administered pursuant to the provisions hereinafter set forth. The administration of the testing shall be developed by the Union and Employer. 37.03 All employees may be required to submit to a drug test on an annual basis and shall be subject to one (1) random drug tests per year, provided such random test is not done for discriminatory purposes. Prior to any test being administered the Union and the employees affected shall be informed of which specific drugs are to be tested. 37.04 All laboratory and other fees shall be paid by the Employer as well as the time spent taking the drug test if the employee is off duty. 37.05 The testing procedure established shall protect the employee's individual privacy, insure the accountability and integrity of specimens, insure non-discriminatory testing procedure and shall be conducted at a professional laboratory capable of administering such testing. 37.06 All positive screening tests shall be confirmed by a Gas Chromatography/Mass Spectrometry (GC/MS) test. 37.07 The results of all initial screening and confirmation test shall be kept confidential and will not be disclosed to anyone, except the Employer and the employee affected, without first obtaining the written authorization from the employee except as evidence in a disciplinary action or for the Employee Assistance Program referral. 37.08 An employee who tests positive for substance abuse shall be referred to the Employee Assistance Program provided in Article XXXVIII herein. An employee's refusal to participate in such program or failure to satisfy the requirements of the program shall be subject to disciplinary action, up to and including discharge.

Drug Testing. (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., Drug-Free Workplace Act. In accordance with section 944.474, F.S., and Department of Corrections Personnel Procedures, all employees in the Correctional Officer and Correctional Probation Officer series shall be subject to random drug testing. (B) Special risk classes for drug testing purposes within the bargaining unit are denoted by an asterisk in Appendix A. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve a disciplinary action taken under section 112.0455, F.S. or section 944.474, F.S., subject to the limitations on the grievability of disciplinary actions in Article 7. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6. (D) Searches of employees of the Department of Corrections shall be in accordance with provisions of the Rules of the Department of Corrections, Chapter 33-4, F.A.C. (E) If an employee’s personal property suffers damage or destruction in the course of a drug search on Department of Corrections’ property, the employee may submit a claim for reimbursement under the provisions of Article 19. (F) The Department of Corrections and the PBA agree that an employee who commits a violent act(s) or violent behavior, not within the performance of the employee’s duties, while on or off duty, may be required to submit to a reasonable suspicion test for the illegal use of controlled substances, steroids, or alcohol.

Drug Testing. A. The City may not require an employee to submit to medical testing and psychological testing, except as provided in this Article. The City may require an employee to submit to drug or alcohol testing for pre-employment testing; in circumstances where there is a reasonable suspicion that the employee is under the influence of such substances, suffers from substance abuse, or is in violation of the City’s personnel policies and procedures regarding the use of such substances; and by random selection. Except as otherwise provided by applicable law. 1. Any testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug screening or testing be released to a third party for the use in a criminal prosecution against the affected employee. 2. An employee refusing to undergo the required testing shall be subject to disciplinary action up to and including discharge. Upon request, an employee shall be entitled to the presence of an Association Representative before testing is administered. 3. Random drug and alcohol testing will be conducted by submitting all bargaining unit members’ names to a random selection system. The random selection system provides an equal chance for each employee to be selected each time random selection occurs. Random selections will be reasonably spread throughout the year. Random selection, by its very nature, may result in an employee being selected in successive selections or more than once a calendar year. Alternatively, some employees may not be selected in a calendar year. 4. Any alternate testing undertaken by employees within three (3) days of a positive test will be considered for any disciplinary purposes. 5. Any positive test shall be confirmed by quantitative analysis for the classes of drugs screened positive on the initial test. All confirmatory tests shall use the gas chromatography/mass spectrophotometer (GC/MS) method of detection. 6. Any positive test, which has been confirmed, shall result in discipline of the employee. Any discipline, which shall result from a positive test, shall be processed through the disciplinary procedure in this contract and shall include a first offense rehabilitation program. The City agrees to pay for any costs incurred by the employee for the first offense rehabilitation program which are not covered Part-Time Firefighters 2018 CBA_24JAN2018.docx 15 Part-Time Firefighters CBA 1/1...

Drug Testing. The laboratory shall test for only the substances and within the limits for the initial and confirmation test as provided within NIDA standards. The initial test shall use an immunoassay which meets the requirements of the Food and Drug Administration for commercial distribution. The following initial cutoff levels shall be used when screening specimens to determine whether they are negative for these five drugs or classes of drugs: Marijuana metabolites 100 ng/ml Cocaine metabolites 300 ng/ml Opiate metabolites1 300 ng/ml Phencyclidine 25 ng/ml Amphetamines 1,000 ng/ml If initial testing results are negative, testing shall be discontinued, all samples destroyed and records of the testing expunged from the employee's file. Only specimens identified as positive on the initial test shall be confirmed using gas chromatography/mass spectrometry (GC/MS) techniques at the following listed cutoff values. Marijuana metabolites2 15 ng/ml Cocaine metabolites3 150 ng/ml Morphine 300 ng/ml Codeine 300 ng/ml Phencyclidine 25 ng/ml Amphetamine 500 ng/ml Methamphetamine 500 ng/ml If confirmatory testing results are negative all samples shall be destroyed and records of the testing expunged from the employee's file.