Employee Testing Clause Samples

Employee Testing. Employees will be required to undergo drug and/or alcohol testing as a condition of continued employment in order to ascertain prohibited drug use, as provided below:

Employee Testing. Employees shall not be subject to random medical testing involving urine or other similar or related tests for the purpose of discovering possible drug or alcohol abuse however, if objective evidence exists establishing probable cause to believe an employee’s work performance is impaired due to drug or alcohol abuse, the employer will require the employee to undergo a medical test consistent with the conditions set forth in this Policy. An employee that is ordered to participate in a drug and alcohol test shall have the right to consult with the Medical Review Officer, Treating Physician or Attending Physician following the testing process.

Employee Testing. Unless otherwise required by law, employees shall not be subject to random urine testing, blood testing or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If the City has reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol use, the City may require the employee to undergo a drug and/or alcohol test consistent with the conditions set forth in this Appendix. Reasonable suspicion for the purposes of this article is defined as follows: The City’s determination that reasonable suspicion exists shall be based on specific, articulated observations concerning the appearance, behavior, speech or body odors of an employee.

Employee Testing. General 1. All employees who possess a CDL are subject to testing for alcohol and the following drugs or drug categories: a) Amphetamines b) Cocaine c) Marijuana d) Opiates e) Phencyclidine (PCP) 2. All procedure and collection methods will conform to appropriate Federal and/or State regulations. The employee shall be notified in writing of the following prior to any test: a) The nature and purpose of the test b) The date and time of the test c) The name of the supervisor ordering the test 3. Records pertaining to employee drug testing will remain confidential except that the District may use testing information only in connection with Board business and for purposes of employment and disciplinary actions and may disclose it, when required, to Government Agencies. The Association shall have access to all such information as needed to process or investigate grievances with permission from the employee involved. 4. The procedures that will be used for the testing of alcohol and drug use shall protect the CDL license holder and the integrity of the testing processes, safe-guard the validity of the test results, and ensure that those results are attributed to the correct staff member in accordance with all U.S. DOT requirements.

Employee Testing a. An employee may be directed to participate in a test to determine the presence of alcohol or controlled substance in the event there are reasonable grounds based upon an observation and/or objective criteria by at least two department supervisors--or if two within the department are not reasonably available, by one department supervisor and one other supervisor from the police department if the employee is a firefighter or one department supervisor and one other supervisor from the fire department if the employee is a police officer--that the employee may be unfit for duty as a result of the use of alcohol or a controlled substance. b. An order to take a test shall be in writing and accompanied by a copy of this Section. The written order shall state the employee is believed to be under the influence of a controlled substance or alcohol, state the grounds for such belief, specify the date and the time and be signed by two department supervisors or by one department supervisor and witnessed by one other supervisor from the police department if the employee is a firefighter or from the fire department if the employee is a police officer. A "hunch" or other such subjective opinion cannot be considered "reasonable." The Village will not use random testing. Reasonable grounds may also arise (but are not limited to) as a result of the following: 1. Bragging or frequent discussions about drinking or other substance abuse, especially when coupled with other indicators such as a sloppy and unprofessional appearance, and unusual irritability. 2. The aroma (on breath or person) of alcoholic beverage, marijuana or other controlled substance. 3. Accidents resulting in property loss or an injury to the employee or others. Testing shall not be ordered where the on-duty Command Officer reasonably determines the accident is not the employee's fault or not related to drug or alcohol use. 4. Uncoordinated physical actions inconsistent with previously observed skill levels. Examples would include unsteady gait, diminished hand/eye coordination, balance problems, inability to articulate verbally, tone and volume of speech, etc. c. An employee who is ordered to be tested pursuant to the provisions of subparagraphs a. and b. and who without proper justification refuses such order shall be subject to discipline. d. 1 An employee may grieve the order to be tested, any discipline invoked for refusal to be tested and or the results of any testing or subsequent Employer action rel...

Employee Testing. No employee will be tested for drug or alcohol abuse unless reasonable suspicion exists that an employee is under the influence of illegal drugs or alcohol. At least two supervisors must determine that “reasonable suspicion” exists. Random or mass testing is prohibited. No such testing may be conducted without the written approval of the officer in charge of the unit. The officer in charge must document in writing who is to be tested and why the testing was ordered. Failure to follow any of these procedures shall result in the elimination of the test results as if no test had been administered. The test results shall be destroyed and no discipline shall be levied against the employee.

Employee Testing. Employees shall not be subjected to random medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If, however, objective evidence exists establishing reasonable cause to believe an employee’s work performance is impaired due to drug or alcohol abuse, the City will require the employee to undergo a medical test consistent with the conditions as set forth in the Policy. Indications of impaired behavior or a substance abuse problem shall include the odor of alcohol on the breath, dilated or constricted pupils, accident pattern, abnormal behavior or performance for that specific employee.

Employee Testing. Employees shall be subjected to random medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse. If there is a reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol abuse, the Employer will require the employee to undergo a medical test consistent with the conditions as set forth in this policy. This reasonable suspicion may be based on the following: Involvement in a fatal or serious bodily injury accident or in an accident involving substantial damage (exceeding $10,000.00); or An observable phenomena, such as direct observation or drug/alcohol use or the physical symptoms of being under the influence of a drug or alcohol; or A pattern of abnormal conduct or erratic behavior; or An arrest and conviction of a drug related offense; or Information provided by reliable and credible sources that have been independently corroborated.

Employee Testing. Employees shall be subjected to medical testing involving urine or blood analysis or other similar or related tests for the purpose of discovering possible drug or alcohol abuse if there is a reasonable suspicion to believe an employee’s work performance is impaired due to drug or alcohol abuse. This reasonable suspicion may be based on the following: (a) Involvement in a fatal or serious bodily injury accident or an accident involving substantial property damage (exceeding $5,000.00) while operating a vehicle on paid duty; or, (b) An observable phenomenon, such as direct observation of drug/alcohol use or the physical symptoms of being under the influence of a drug/alcohol; or, (c) A pattern of abnormal conduct or erratic behavior; or, (d) An arrest of a drug or alcohol related offense