Permissible testing Clause Samples

Permissible testing. (a) An employer may provide testing to an employee who has requested a test in the following circumstances: (i) As part of a health care service provided in the workplace; (ii) In the event of an occupational accident carrying a risk of exposure to blood or other body fluids; (iii) For the purposes of applying for compensation following an occupational accident involving a risk of exposure to blood or other body fluids. (b) Furthermore, such testing may only take place within the following defined conditions: (i) At the initiative of an employee; (ii) Within a health care worker and employee-patient relationship; (iii) With informed consent and pre- and post-test counselling, as defined by the Department of Health’s National Policy on Testing for HIV; and (iv) With strict procedures relating to confidentiality of an employee’s HIV status as described in clause 7.2 of this Code.
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Permissible testing. (a) An employer may provide testing to an employee who has requested a test in the following circumstances: (i) As part of a health care service provided in the workplace; (ii) In the event of an occupational accident carrying a risk of exposure to blood or other body fluids; 1[1 The Employment Equity Act does not make it a criminal offence for an employer to conduct a test in violation of s 7(2). However an employee who alleges that his or her right not to be tested has been violated may refer a dispute to the National Bargaining Council for conciliation, and if this does not resolve the dispute, to the Labour Court for determination. (iii) For the purposes of applying for compensation following an occupational accident involving a risk of exposure to blood or other body fluids. (b) Furthermore, such testing may only take place within the following defined conditions: (i) At the initiative of an employee; (ii) Within a health care worker and employee-patient relationship; (iii) With informed consent and pre- and post-test counselling, as defined by the Department of Health’s National Policy on Testing for HIV; and (iv) With strict procedures relating to confidentiality of an employee’s HIV status as described in clause 7.2 of this Code.
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Permissible testing. (a) An employer may provide testing to an employee who has requested a test in the following circumstances: (i) As part of a health care service provided in the workplace; (ii) In the event of an occupational accident carrying a risk of exposure to blood or other body fluids; (iii) For the purposes of applying for compensation following an occupational accident involving a risk of exposure to blood or other body fluids. (b) Furthermore, such testing may only take place within the following defined conditions: (i) At the initiative of an employee; (ii) Within a health care worker and employee-patient relationship;
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Permissible testing. An employer may provide testing to an employee who has requested a test in the following circumstances:
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Permissible testing. (a) An employer may provide testing to an employee who has requested a test in the following circumstances: (i) As part of a health care service provided in the workplace; (ii) In the event of an occupational accident carrying a risk of exposure to blood or other body fluids; (iii) For the purposes of applying for compensation following an occupational accident involving a risk of exposure to blood or other body fluids. (b) Furthermore, such testing may only take place within the following defined conditions: (i) At the initiative of an employee; (ii) Within a health care worker and employee-patient relationship; (iii) With informed consent and pre- and post-test counselling, as defined by the Department of Health’s National Policy on Testing for HIV; and 1[1 The Employment Equity Act does not make it a criminal offence for an employer to conduct a test in violation of s 7(2). However an employee who alleges that his or her right not to be tested has been violated may refer a dispute to the National Bargaining Council for conciliation, and if this does not resolve the dispute, to the Labour Court for determination. (iv) With strict procedures relating to confidentiality of an employee’s HIV status as described in clause 7.2 of this Code.
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Related to Permissible testing

  • Meter Testing Company shall provide at least twenty-four (24) hours' notice to Seller prior to any test it may perform on the revenue meters or metering equipment. Seller shall have the right to have a representative present during each such test. Seller may request, and Company shall perform, if requested, tests in addition to the every fifth-year test and Seller shall pay the cost of such tests. Company may, in its sole discretion, perform tests in addition to the fifth year test and Company shall pay the cost of such tests. If any of the revenue meters or metering equipment is found to be inaccurate at any time, as determined by testing in accordance with this Section 10.2 (Meter Testing), Company shall promptly cause such equipment to be made accurate, and the period of inaccuracy, as well as an estimate for correct meter readings, shall be determined in accordance with Section 10.3 (Corrections).

  • Substance Abuse Testing The Parties agree that it is in the best interest of all concerned to promote a safe working environment. The Union has no objection to pre-employment substance abuse testing when required by the Employer and further, the Union has no objection to voluntary substance abuse testing to qualify for employment on projects when required by a project owner. The cost and scheduling of such testing shall be paid for and arranged by the Employer. The Union agrees to reimburse the Employer for any failed pre-access Alcohol and Drug test costs.

  • Follow-up Testing An employee shall submit to unscheduled follow-up drug and/or alcohol testing if, within the previous 24-month period, the employee voluntarily disclosed drug or alcohol problems, entered into or completed a rehabilitation program for drug or alcohol abuse, failed or refused a preappointment drug test, or was disciplined for violating the provisions of this Agreement and Employer work rules. The Employer may require an employee who is subject to follow-up testing to submit to no more than six unscheduled drug or alcohol tests within any 12 month period.

  • W-9 Requirement Alongside a signed copy of this Agreement, Grantee will provide Florida Housing with a properly completed Internal Revenue Service (“IRS”) Form W-9. The purpose of the W-9 form is to document the SS# or FEIN# per the IRS. Note: W-9s submitted for any other entity name other than the Grantee’s will not be accepted.

  • Testing Requirements 12.1. Workplaces - 12.2. On workplaces where the value of the Commonwealth’s contribution to the project that includes the building work is at least $5,000,000, and represents at least 50% of the total construction project value or the Commonwealth’s contribution to the project that includes the building work is at least $10,000,000 (irrespective of its proportion of the total construction project value) the following minimum testing requirements must be adhered to.