Common use of Post-Accident Clause in Contracts

Post-Accident. a. The SFMTA may require a Covered Employee who caused or may have caused, an Accident, based on information known at the time by the department employing the employees, to submit to drug and/or alcohol testing: b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee fails to remain readily available, including failure to notifying a supervisor (or designee) of the Accident location or leaving the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires an employee to be tested Post-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the SFMTA may allow a reasonable amount of time (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the SFMTA. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other SFMTA representative at the Accident site shall make best efforts to contact the SFMTA Department of Human Resources (SFMTA DHR), and SFMTA DHR shall then make best efforts to telephone the union(s) designated representative on file with SFMTA DHR representing the Covered Employee(s) involved in the Accident. If the designated representative does not answer, SFMTA DHR shall leave a voice mail message notifying the union of the Accident. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with SFMTA DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for a designated representative is on file with SFMTA DHR. This subsection (e) shall not be grievable.

Post-Accident. a. The SFMTA City may require a Covered Employee who caused caused, or may have caused, an Accident, based on information known at the time by at the department employing time of the employeesAccident, to submit to drug and/or alcohol testing:. b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee fails to remain readily available, including failure to notifying notify a supervisor (or designee) of the Accident location or leaving leavings the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires an employee a Covered Employee to be tested Postpost-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the SFMTA may City shall allow a reasonable amount of time from the time the employee is notified that the employee will be tested (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the SFMTACity. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other SFMTA City representative at the Accident site scene shall make best efforts to contact the SFMTA Department of Human Resources (SFMTA DHR)) or designee, and SFMTA DHR or designee shall then make best efforts to telephone the union(s) designated representative on file with SFMTA DHR representing the Covered Employee(s) involved in the Accident. If the first designated representative does not answer, SFMTA DHR or designee shall leave a voice mail message notifying the union of the Accident. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with SFMTA DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for a designated representative is on file with SFMTA DHR. This subsection (e) shall not be grievable.

Post-Accident. a. The SFMTA City may require a Covered Employee who caused caused, or may have caused, an Accident, based on information known at the time by at the department employing time of the employeesAccident, to submit to drug and/or alcohol testing:. b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee he/she fails to remain readily available, including failure to notifying notify a supervisor (or designee) of the Accident location or leaving leavings the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires an employee a Covered Employee to be tested Postpost-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the SFMTA may City shall allow a reasonable amount of time from the time the employee is notified that he or she will be tested (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the SFMTACity. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee he or she will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other SFMTA City representative at the Accident site scene shall make best efforts to contact the SFMTA Department of Human Resources (SFMTA DHR)) or designee, and SFMTA DHR or designee shall then make best efforts to telephone the union(s) designated representative on file with SFMTA DHR representing the Covered Employee(s) involved in the Accident. If the first designated representative does not answer, SFMTA DHR or designee shall leave a voice mail message notifying the union of the Accident. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with SFMTA DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for a designated representative is on file with SFMTA DHR. This subsection (e) shall not be grievable.

Post-Accident. a. The SFMTA City may require a Covered Employee who caused or may have caused, an Accident, based on information known at the time by the department employing the employees, to submit to drug and/or alcohol testing: b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee fails to remain readily available, including failure to notifying a supervisor (or designee) of the Accident location or leaving the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires an employee to be tested Post-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the SFMTA City may allow a reasonable amount of time (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the SFMTACity. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other SFMTA City representative at the Accident site shall make best efforts to contact the SFMTA Department of Human Resources (SFMTA DHR), and SFMTA DHR shall then make best efforts to telephone the union(s) designated representative on file with SFMTA DHR representing the Covered Employee(s) involved in the Accident. If the designated representative does not answer, SFMTA DHR shall leave a voice mail message notifying the union of the Accident. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with SFMTA DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for a designated representative is on file with SFMTA DHR. This subsection (e) shall not be grievable.

Post-Accident. a. The SFMTA City may require a Covered Employee who caused or may have caused, an Accident, based on information known at the time by the department employing the employees, to submit to drug and/or alcohol testing: b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee he/she fails to remain readily available, including failure to notifying a supervisor (or designee) of the Accident location or leaving the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires an employee to be tested Post-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the SFMTA City may allow a reasonable amount of time (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the SFMTACity. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee he or she will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other SFMTA City representative at the Accident site shall make best efforts to contact the SFMTA Department of Human Resources (SFMTA DHR), and SFMTA DHR shall then make best efforts to telephone the union(s) designated representative on file with SFMTA DHR representing the Covered Employee(s) involved in the Accident. If the designated representative does not answer, SFMTA DHR shall leave a voice mail message notifying the union of the Accident. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with SFMTA DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for a designated representative is on file with SFMTA DHR. This subsection (e) shall not be grievable.