Employment Testing Clause Samples

Employment Testing. All applicants or apprentices which the Union refers for employment with the Employer will be required to submit to testing for the presence of illegal drugs as a part of the application process. Any such applicant who has taken, and passed, a drug test for the Employer within 90 days of the applicant's current job referral will not be required to take a pre-employment drug test.

Employment Testing. All applicants for safety-sensitive classifications shall undergo urine controlled substance testing prior to employment. Receipt of a satisfactory test result is required prior to employment and failure of a controlled substance test will disqualify the applicant from further consideration for employment. Pre-Employment testing requirements will be conducted in compliance with current law.

Employment Testing. Physical Test Battery (PTB), Work Orientation Inventory (WOI), or new tests by Company and Union Agreement Notes on minimum requirements for internal transfers through Job Bidding or the Transfer/Promotion (TP) Process: A. Internal transfers will be required to possess a BS or 2-year degree in a technical discipline, engineering, or technology role OR 2 years of military service in a technical role B. Internal transfers who meet the minimum requirements will have preferential consideration prior to the Company utilizing the normal provisions of Title 305. C. Promotional opportunities for internal candidates who meet the minimum requirement will be pending upon successful completion of Inspection 5500 and OQ 2101 (Polyethylene Pipe Inspection) employee will be placed into the Pre-Utility Inspector classification and will be provided the remaining OQ training. Classification Next Lower/Eligible Classifications Pipeline Inspector – CWI Construction Inspector Working Leader A Working Leader B Welder – GC Gas (In-Service) Welder – GC Gas Classification Next Lower/Eligible Classifications Construction Inspector Utility Construction Inspector Working Leader A Working Leader B Welder – GC Gas (In-Service) Welder – GC Gas

Employment Testing. Whenever appropriate in the Town’s discretion and in accordance with applicable laws, the Town may authorize written and/or performance (competency) tests including job-related skills, physical agility or other types of tests, singly or in groups, as circumstances warrant. Employees should follow all appropriate testing procedures. You are encouraged to discuss these matters further with your supervisor.

Employment Testing. Prior to the first time a covered employee performs safety-sensitive functions for Student Transportation of America or the School, the employee will undergo testing for controlled substances. Student Transportation of America will not allow any covered employee to perform safety-sensitive functions unless the covered employee has produced a controlled substances test result from a medical review officer indicating a verified negative test result. Student Transportation of America will not employ an applicant with a pre-employment test result indicating a verified positive test result.

Employment Testing. A test is an instrument administered by the Human Resources Group, used as a basis for any employment decision including, but not limited to, hiring and competitive-bid promotion. Such tests may measure aptitude, and other objective proficiencies. The weighted criteria shall then be used by panel interviewers in scoring each candidate. Scoring shall be based on a scale of 0-100, or pass or fail. Test tools may include a review of records for reviewing for minimum qualifications, structured interviews, typing, computer skills, basic skills, job knowledge, work sample or other practical or knowledge demonstration tests deemed reliable and job-related as approved by EEO and the Human Resources Group Manager. Candidates participating in testing shall be notified of the pass/fail and/or scoring thresholds prior to taking or participating in any test. 1. Desirable qualifications will not be used as hurdles or knockouts, minimum qualifications or to disqualify candidates from the recruitment process. Utilizing desirable qualifications will not change the minimum education, minimum requirements, minimum qualifications, certifications, licenses of a position and shall only serve to provide a description of the work expected to be performed by the successful bidder. 2. Employment testing will be commensurate with job related knowledge, skills and abilities, and minimum requirements as identified in the job description. In preparing employment test and interview questions, care will be taken to ensure that the questions are consistent with the level of the position posted.

Employment Testing. All new applicants who apply for a safety sensitive position will be subject to pre-employment alcohol and controlled substance testing. Applicants testing positive for a controlled substance or testing a breath alcohol concentration greater than 0.04 will be deemed unqualified for the position.

Employment Testing. All applicants shall be given a conditional offer of employment and will be required to submit to testing for the presence illegal drugs. The offer of employment for Safety Sensitive Positions is contingent upon a negative drug test result. A conditional offer of employment will be rescinded for any applicant who tests positive for the presence of illegal drugs. All applicants will be provided written notice of this policy including whether they will be in a safety sensitive position or not. Applicants will be required to acknowledge via signature for receipt and understanding of this policy. An employee will be tested for illegal drugs, or the abuse of prescription medication, when the employee manifests “reasonable belief” behavior that would endanger their well-being, as well as the safety of fellow employees or the general public. The basis of suspicion of alcohol or drug abuse may be a specific, contemporaneous event, or conduct-evidencing impairment observed over a period of time.

Employment Testing. Random Testing (Officers): The City will conduct random testing for all Employees, including part-time and temporary Officers. The random testing, once begun, will provide for testing of at least twenty-five percent (25%) of all covered Officers to be tested during the first twelve (12) months of random testing; with the testing being reasonably spaced over the period, and with the last collection of specimens representative of an annualized rate of at least fifty percent (50%) of covered Officers. The annualized rate for random testing following the first twelve months after implementation of this testing will be no less than fifty percent (50%) of covered Officers. The City will use the following method to accomplish the random selection of covered Officers: The City will provide the names of all covered Employees to the current Collection Lab; the Collection Lab will use a system of selecting covered Officers’ names from a hat. The Collection Lab will be responsible for conducting the random selection process and drawing the names on an unannounced, random interval basis (quarterly) to achieve the required percentage rate stipulated in this plan and as may otherwise be required by law. The Collection Lab will then notify the representative of the random selection. The representative will then direct the selected Officers to the designated Collection Site. Each Officer must present themselves no later than 24 hours after the time of notification. In the event that an Officer has a Positive Test Result, the Officer will be referred to the MRO or designated service for evaluation with an opportunity for rehabilitation; and will be subject to disciplinary action up to, and including termination. Refusal to comply with rehabilitation guidelines recommended by the MRO will result in immediate termination of employment.