Testing Based on Reasonable Suspicion Sample Clauses

The "Testing Based on Reasonable Suspicion" clause authorizes an employer to require an employee to undergo testing—such as for drugs or alcohol—if there is a reasonable basis to suspect the employee is under the influence or otherwise impaired. Typically, this clause outlines the circumstances that may give rise to reasonable suspicion, such as observable behavior, physical symptoms, or credible reports from others. Its core function is to provide a clear and fair process for addressing potential safety or performance issues, helping to maintain a safe and productive workplace while protecting both the employer and employees from arbitrary or unjustified testing.
Testing Based on Reasonable Suspicion. The City may require an employee to submit to a drug screen as a condition of continued employment based on reasonable suspicion as defined by this Policy. a. When an employee shows signs of impairment constituting reasonable suspicion of being under the influence of drugs or alcohol, the employee will be sent for testing. (1) A test for alcohol shall be conducted and/or a urine specimen for drug testing shall be required. (2) Prior to requesting an employee to provide a urine specimen, the employee shall be advised of the right to have an Association representative present for the purpose of consultation about the test and the implications of refusal to take the test and/or positive test results.
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Testing Based on Reasonable Suspicion. Any employee of the City of Margate who is believed to have violated the above-described rules may be required to take a drug test for controlled substance, drug or alcohol use contrary to these rules, upon reasonable suspicion as determined by the employee's department head, or designee.
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Testing Based on Reasonable Suspicion. When a supervisor or Command Staff member reasonably suspects that an employee may be under the influence of or impaired by a substance, the employee shall be required to submit to a substance test. Although an employee may be relieved of duty at any time because of such concerns, a supervisor’s or manager’s decision to require a substance test must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the employee. The supervisor or manager making the determination must have received training in detecting the signs and symptoms of substance abuse. Except in emergency situations, the supervisor should consult with another supervisor, Command Staff member, or representative of the Human Resources Department to ensure that adequate grounds for reasonable suspicion exist.
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Testing Based on Reasonable Suspicion. Individuals who appear to be unfit for work will not be permitted to work and may be subject to a fitness-for-duty examination at a designated medical facility. An employee may be required to be tested for drug and alcohol abuse whenever Selectemp or their customer has reasonable suspicion to believe that an employee's work performance or on-the-job behavior may have been affected in any way by the use of drugs or alcohol. Reasonable suspicion is drawn from specific and articulate facts and reasonable inferences drawn from those facts in light of experience, leading to a belief that an employee is using or has used drugs or alcohol in violation of this policy. Such facts and inferences may be drawn from, but are not limited to, the following:
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Testing Based on Reasonable Suspicion. Whenever there is reasonable suspicion to believe that an employee is using a prohibited drug/alcohol, such employee shall be drug/alcohol tested. The decision to so test will be based on a reasonable belief that the employee is using prohibited drug/alcohol on the basis of the specific, contemporaneous, physical, behavioral or performance indicators of probable drug/alcohol use. One supervisor of the employee trained in detecting possible drug/alcohol use symptoms shall substantiate the decision to test. When testing is based upon reasonable suspicion, the Borough will, if feasible, afford a Shop ▇▇▇▇▇▇▇ an opportunity to observe the employee. All employees are entitled to voluntarily participate in the “Employee Assistance Program” regardless of positive test result being received. However, if there is a positive test result, participation in the “Employee Assistance Program” or an alternate program approved by the Borough of Collingswood Administration shall be a prerequisite to continued
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Testing Based on Reasonable Suspicion. Individuals who appear to be unfit for work will not be permitted to work and may be subject to a fitness-for-duty examination at a designated medical facility. An employee may be required to be tested for drug and alcohol abuse whenever Selectemp or their customer has reasonable suspicion to believe that an employee's work performance or on-the-job behavior may have been affected in any way by the use of drugs or alcohol. Reasonable suspicion is drawn from specific and articulate facts and reasonable inferences drawn from those facts in light of experience, leading to a belief that an employee is using or has used drugs or alcohol in violation of this policy. Such facts and inferences may be drawn from, but are not limited to, the following: Observable behavior while at work, such as direct observation of drug or alcohol use or of the physical symptoms or manifestations of being under the influence of drugs or alcohol, abnormal conduct or erratic behavior while at work, or a significant deterioration at work; or Reports by any co-workers that there is a belief that an employee is working under the influence of controlled substances; or Evidence that an employee has used, possessed, sold, solicited, or transferred drugs or alcohol while working, while on Selectemp customer premises, or while operating customer machines or equipment. Either a member of management or a Selectemp representative will accompany the employee to the test site, or Selectemp will provide the employee with an alternative means of transportation to the test site. An employee who tests positive for drugs or alcohol as a result of a reasonable suspicion test will be subject to discipline, up to and including immediate discharge. If the employee tests negative, the employee will be permitted to return to work.
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Testing Based on Reasonable Suspicion. When YNHA finds that there are facts (such as observed physical appearance and behavior or police reports) that support a reasonable suspicion of the presence of alcohol or a controlled substance in Tenant or adult household members, YNHA may require the Tenant and adult household members to submit to a screen for both drugs and alcohol.
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Testing Based on Reasonable Suspicion. Whenever there is reasonable suspicion to believe that an employee is using a prohibited drug/alcohol, such employee shall be drug/alcohol tested. The decision to so test will be based on a reasonable belief that the employee is using prohibited drug/alcohol on the basis of the specific, contemporaneous, physical, behavioral or performance indicators of probable drug/alcohol use. One supervisor of the employee trained in detecting possible drug/alcohol use symptoms shall substantiate the decision to test. When testing is based upon reasonable suspicion, the Borough will, if feasible, afford a Shop ▇▇▇▇▇▇▇ an opportunity to observe the employee. All employees are entitled to voluntarily participate in the “Employee Assistance Program” regardless of positive test result being received. However, if there is a positive test result, participation in the “Employee Assistance Program” or an alternate program approved by the Borough of Collingswood Administration shall be a prerequisite to continued employment. Refusal to enroll in a program or to complete a full course of rehabilitation shall be cause for immediate termination of services. A positive alcohol test is one with a level of .040 or greater. Employees with a pattern of reading between .020 and .039 may also be subjected to enrolling in a mandatory counseling program. In addition to completing a required course of rehabilitation, employees shall be subject to the following discipline:
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Related to Testing Based on Reasonable Suspicion

  • Reasonable Suspicion Testing All Employees Performing Safety-Sensitive Functions A. Reasonable suspicion testing for alcohol or controlled substances may be directed by the Employer for any employee performing safety-sensitive functions when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. B. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: 1. Physical symptoms consistent with alcohol and/or controlled substance use; 2. Evidence or observation of alcohol or controlled substance use, possession, sale, or delivery; or 3. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects alcohol or other controlled substance use may have been a factor.

  • Reasonable Suspicion a. Reasonable suspicion to test a Covered Employees for illegal drugs or alcohol will exist when specific, reliable objective facts and circumstances would create a good faith belief in a prudent person that the employee has used a drug or alcohol. Such circumstances include, but are not limited to, the employee’s behavior or appearance while on any SFMTA jobsite, while on SFMTA business or in SFMTA facilities, and recognized and accepted symptoms of intoxication or impairment caused by drugs or alcohol, that are not reasonably explained by other causes such as fatigue, lack of sleep, proper use of prescription drugs, or reaction to noxious fumes or smoke. b. Any individual or employee can report an employee who may be under the influence of alcohol or drugs. Upon receiving a report of possible alcohol or illegal drugs on the job, two (2) trained employer representatives will verify and document the basis for the suspicion and request testing. The first employer representative shall verify and document the employee’s appearance and behavior based on the above-stated indicators and, if appropriate, recommend testing to the second employer representative. At work locations within the border of the City and County of San Francisco (including San Francisco International Airport), the second employer representative shall verify and document the appearance and behavior of the employee based on the above-stated indicators and has final authority to require the employee to be tested. At work locations outside the border of the City and County of San Francisco, the second employer representative shall confer with the first employer representative to verify the employee’s behavior based on the above-stated indicators, and the second employer representative has the final authority to require the employee to be tested. In the event only one trained employer representative is available onsite, the representative shall confer with any other trained employer representative within the City to verify the employee’s behavior. The second trained employer representative shall have the final authority to require the employee to be tested. c. If the SFMTA requires an employee to be tested under reasonable suspicion, 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 (a maximum of one hour) of time for the employee to obtain representation. 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. d. Moreover, if the SFMTA has reasonable suspicion or suspect that a prescription medication may have interfered with or may have had a direct impact on an employee’s job performance, it may require that employee to be tested. e. The department representative(s) shall be required to accurately document and file the incident and the employee shall be required to complete a consent form prior to any testing. If an employee refuses to Submit to testing, then the SFMTA shall treat the refusal as having tested positive and shall immediately take appropriate disciplinary action pursuant to the attached discipline matrix. f. The SFMTA shall bear the costs for any required testing for alcohol and/or drugs under this section. Any counseling and rehabilitation services shall be on the employee’s time and at the employee’s cost, except that employees may use accrued paid time off to attend treatment and may utilize any resources covered by insurance. Employees shall have the right to use any accrued but unused leave balances while enrolled in any counseling or rehabilitation program. Any request by an employee to re-test a specimen shall be at the employee’s cost.

  • Reports of unusual occurrence The Contractor shall, during the Maintenance Period, prior to the close of each day, send to the Authority and the Authority’s Engineer, by facsimile or e- mail, a report stating accidents and unusual occurrences on the Project Highway relating to the safety and security of the Users and Project Highway. A monthly summary of such reports shall also be sent within 3 (three) business days of the closing of month. For the purposes of this Clause 15.4, accidents and unusual occurrences on the Project Highway shall include: (a) accident, death or severe injury to any person; (b) damaged or dislodged fixed equipment; (c) flooding of Project Highway; and (d) any other unusual occurrence.