Common use of PROCEDURE FOR TESTING Clause in Contracts

PROCEDURE FOR TESTING. The procedure for requiring an employee to submit to a drug and/or alcohol test shall be as follows: 1. Testing shall be performed for Reasonable Suspicion only. 2. The Employer shall designate one or more Drug/Alcohol Testing Coordinator(s) who shall, in addition to their normal training/education, be trained in what constitutes reasonable suspicion to test an employee suspected of violating this Article. 3. Any supervisor who suspects an employee is in violation of this Article shall document his or her observations using the Supervisor’s Report of Reasonable Suspicion. Whenever possible the supervisor shall obtain corroboration from a second observer. The supervisor then removes the employee from the performance of his/her duties using caution to avoid undue embarrassment to the employee. 4. The supervisor contacts the DATC designated by the Employer and relays his/her observations and, when available, the observations of the second observer. Only after the DATC gives approval for testing will the employee be required to submit to a drug and/or alcohol test. 5. If the preceding conditions are met, the Employer shall give the employee the opportunity to explain the circumstances that comprise the Employer’s reasonable suspicion. The employee shall have the right of Union representation upon request. If the Employer is not satisfied with the explanation offered that the employee is not in violation of this Article, the Employer shall have the right to require the employee to consent to submit to appropriate testing, and to be tested upon such consent. 6. The supervisor will make arrangements to have the employee transported to the test site. Upon completion of the test, the employee will be returned to work in the event of a negative alcohol test, taken home, or taken to a place of the employee’s choosing (if reasonable). If the test was a breath test for the presence of alcohol and the test result is positive, the employee shall be offered the opportunity to consent to an immediate confirmatory blood test. If not returned to work, the employee will be considered to be in an off-duty status upon completion of the testing. 7. Failure to consent to testing or confirmatory testing shall be treated as a positive test result, and the employee shall be so advised in the event of a refusal of consent. 8. If an employee is required to be tested and if the employee does not believe the Employer has a reasonable basis to require such testing, the employee may grieve such requirement. If an employee declines to be tested and is disciplined, and it is later ruled that the Employer did not have a reasonable basis for testing, any discipline for declining shall be rescinded and the employee made whole. 9. Employees are not to be allowed to drive once the DATC concludes that testing is appropriate, except in the event of a negative alcohol test. An employee who submits to testing shall be suspended from active duty without pay until the Employer receives the test results. The employee may elect to use accrued PTO in lieu of unpaid time off. If the test result is negative the employee shall be reinstated and made whole.

PROCEDURE FOR TESTING. The procedure for requiring an employee to submit to a drug and/or alcohol test shall be as follows: 1. Testing shall be performed for Reasonable Suspicion only. 2. The Employer shall designate one or more Drug/Alcohol Testing Coordinator(s) who shall, in addition to their normal training/education, be trained in what constitutes reasonable suspicion to test an employee suspected of violating this ArticleArticle 3.13. 3. Any supervisor who suspects an employee is in violation of this Article 3.13 shall document his or her observations using the Supervisor’s Report of Reasonable Suspicion. Whenever possible the supervisor shall obtain corroboration from a second observer. The supervisor then removes the employee from the performance of his/her duties using caution to avoid undue embarrassment to the employee. 4. The supervisor contacts the DATC designated by the Employer and relays his/her observations and, when available, the observations of the second observer. Only after the DATC gives approval for testing will the employee be required to submit to a drug and/or alcohol test. 5. If the preceding conditions are met, the Employer shall give the employee the opportunity to explain the circumstances that comprise the Employer’s reasonable suspicion. The employee shall have the right of Union representation upon request. If the Employer is not satisfied with the explanation offered that the employee is not in violation of this ArticleArticle 3.13, the Employer shall have the right to require the employee to consent to submit to appropriate testing, and to be tested upon such consent. 6. The supervisor will make arrangements to have the employee transported to the test site. Upon completion of the test, the employee will be returned to work in the event of a negative alcohol test, taken home, or taken to a place of the employee’s choosing (if reasonable). If the test was a breath test for the presence of alcohol and the test result is positive, the employee shall be offered the opportunity to consent to an immediate confirmatory blood test. If not returned to work, the employee will be considered to be in an off-duty status upon completion of the testing. 7. Failure to consent to testing or confirmatory testing shall be treated as a positive test result, and the employee shall be so advised in the event of a refusal of consent. 8. If an employee is required to be tested and if the employee does not believe the Employer has a reasonable basis to require such testing, the employee may grieve such requirement. If an employee declines to be tested and is disciplined, and it is later ruled that the Employer did not have a reasonable basis for testing, any discipline for declining shall be rescinded and the employee made whole. 9. Employees are not to be allowed to drive once the DATC concludes that testing is appropriate, except in the event of a negative alcohol test. An employee who submits to testing shall be suspended from active duty without pay until the Employer receives the test results. The employee may elect to use accrued PTO in lieu of unpaid time off. If the test result is negative the employee shall be reinstated and made whole.

PROCEDURE FOR TESTING. The procedure for requiring an employee to submit to a drug and/or alcohol test shall be as follows: 1. Testing shall be performed for Reasonable Suspicion only. 2. The Employer shall designate one or more Drug/Alcohol Testing Coordinator(s) who shall, in addition to their normal training/education, be trained in what constitutes reasonable suspicion to test an employee suspected of violating this Article. 3. Any supervisor who suspects an employee is in violation of this Article shall document his or her their observations using the Supervisor’s Report of Reasonable Suspicion. Whenever possible the supervisor shall obtain corroboration from a second observer. The supervisor then removes the employee from the performance of his/her their duties using caution to avoid undue embarrassment to the employee. 4. The supervisor contacts the DATC designated by the Employer and relays his/her their observations and, when available, the observations of the second observer. Only after the DATC gives approval for testing will the employee be required to submit to a drug and/or alcohol test. 5. If the preceding conditions are met, the Employer shall give the employee the opportunity to explain the circumstances that comprise the Employer’s reasonable suspicion. The employee shall have the right of Union representation upon request. If the Employer is not satisfied with the explanation offered that the employee is not in violation of this Article, the Employer shall have the right to require the employee to consent to submit to appropriate testing, and to be tested upon such consent. 6. The supervisor will make arrangements to have the employee transported to the test site. Upon completion of the test, the employee will be returned to work in the event of a negative alcohol test, taken home, or taken to a place of the employee’s choosing (if reasonable). If the test was a breath test for the presence of alcohol and the test result is positive, the employee shall be offered the opportunity to consent to an immediate confirmatory blood test. If not returned to work, the employee will be considered to be in an off-duty status upon completion of the testing. 7. Failure to consent to testing or confirmatory testing shall be treated as a positive test result, and the employee shall be so advised in the event of a refusal of consent. 8. If an employee is required to be tested and if the employee does not believe the Employer has a reasonable basis to require such testing, the employee may grieve such requirement. If an employee declines to be tested and is disciplined, and it is later ruled that the Employer did not have a reasonable basis for testing, any discipline for declining shall be rescinded and the employee made whole. 9. Employees are not to be allowed to drive once the DATC concludes that testing is appropriate, except in the event of a negative alcohol test. An employee who submits to testing shall be suspended from active duty without pay until the Employer receives the test results. The employee may elect to use accrued PTO PDO or vacation in lieu of unpaid time off. If the test result is negative the employee shall be reinstated and made whole.

PROCEDURE FOR TESTING. The procedure for requiring an employee to submit to a drug and/or alcohol test shall be as follows: 1. Testing shall be performed for Reasonable Suspicion only. 2. The Employer shall designate one or more Drug/Alcohol Testing Coordinator(s) who shall, in addition to their normal training/education, be trained in what constitutes reasonable suspicion to test an employee suspected of violating this ArticleArticle 3.13. 3. Any supervisor who suspects an employee is in violation of this Article 3.13 shall document his or her their observations using the Supervisor’s Report of Reasonable Suspicion. Whenever possible the supervisor shall obtain corroboration from a second observer. The supervisor then removes the employee from the performance of his/her their duties using caution to avoid undue embarrassment to the employee. 4. The supervisor contacts the DATC designated by the Employer and relays his/her their observations and, when available, the observations of the second observer. Only after the DATC gives approval for testing will the employee be required to submit to a drug and/or alcohol test. 5. If the preceding conditions are met, the Employer shall give the employee the opportunity to explain the circumstances that comprise the Employer’s reasonable suspicion. The employee shall have the right of Union representation upon request. If the Employer is not satisfied with the explanation offered that the employee is not in violation of this ArticleArticle 3.13, the Employer shall have the right to require the employee to consent to submit to appropriate testing, and to be tested upon such consent. 6. The supervisor will make arrangements to have the employee transported to the test site. Upon completion of the test, the employee will be returned to work in the event of a negative alcohol test, taken home, or taken to a place of the employee’s choosing (if reasonable). If the test was a breath test for the presence of alcohol and the test result is positive, the employee shall be offered the opportunity to consent to an immediate confirmatory blood test. If not returned to work, the employee will be considered to be in an off-duty status upon completion of the testing. 7. Failure to consent to testing or confirmatory testing shall be treated as a positive test result, and the employee shall be so advised in the event of a refusal of consent. 8. If an employee is required to be tested and if the employee does not believe the Employer has a reasonable basis to require such testing, the employee may grieve such requirement. If an employee declines to be tested and is disciplined, and it is later ruled that the Employer did not have a reasonable basis for testing, any discipline for declining shall be rescinded and the employee made whole. 9. Employees are not to be allowed to drive once the DATC concludes that testing is appropriate, except in the event of a negative alcohol test. An employee who submits to testing shall be suspended from active duty without pay until the Employer receives the test results. The employee may elect to use accrued PTO in lieu of unpaid time off. If the test result is negative the employee shall be reinstated and made whole.