Common use of Testing Based Upon Reasonable Suspicion Clause in Contracts

Testing Based Upon Reasonable Suspicion. A member of the Department may be required to undergo testing based on "reasonable suspicion" when objective facts and observations are brought to the attention of a superior officer and, based upon the reliability and weight of such information, the superior officer can reasonably infer or suspect that the member is using illegal drugs, is abusing legal drugs or alcohol, or is reporting for duty under the influence of drugs or alcohol. Reasonable suspicion must be supported by specific articulable facts which may include, but are not limited to: reports and observations of the member's drug related activities, such as purchase, sale or possession of drugs, associations with known drug dealers or users, observations of the member at known drug or drug related locations; an otherwise unexplained change in the member's behavior or work performance; an observed impairment of the member's ability to perform his/her or her duties. A superior officer shall report the basis for his/her reasonable suspicion to the Chief or his/her designee. The Chief shall decide whether to direct the member to submit to testing. Prior to so deciding, the Chief, or his/her designee, may meet with the member. If such a meeting is held, the member may request Union representation. However, the meeting shall not be delayed for the purpose of having a representative of the member's choice. If the member is ordered to submit to a drug and/or alcohol test, the member shall be given a brief verbal statement of the basis for reasonable suspicion. A verbal directive to submit to a drug and/or alcohol test shall be confirmed in writing, but the testing shall not be delayed pending issuance of such written directive.

Testing Based Upon Reasonable Suspicion. A member An employee of the Department may be required to undergo testing based on "reasonable suspicion" when objective facts and observations are brought to the attention of a superior officer and, based upon the reliability and weight of such information, the superior officer can reasonably infer or suspect that the member is they are using illegal drugs, is are abusing legal drugs or alcohol, or is are reporting for duty under the influence of drugs or alcohol. Reasonable suspicion must be supported by specific articulable facts which may include, but are not limited to: reports and observations of the member's employee’s drug related activities, such as purchase, sale or possession of drugs, associations with known drug dealers or users, observations of the member employee at known drug or drug related locations; an otherwise unexplained change in the member's behavior or work performance; an observed impairment of the member's ability to perform his/her or her their duties. A superior officer shall report the basis for his/her their reasonable suspicion to the Chief of Police or his/her their designee. The Chief shall decide whether to direct the member employee to submit to testing. Prior to so deciding, the Chief, Chief or his/her designee, their designee may meet with the memberemployee. If such a meeting is held, the member employee may request Union Association representation. However, the meeting shall not be delayed for the purpose of having a representative of the member's employee’s choice. If the member employee is ordered to submit to a drug and/or alcohol test, the member employee shall be given a brief verbal statement of the basis for reasonable suspicion. A verbal directive to submit to a drug and/or alcohol test shall be confirmed in writing, but the testing shall not be delayed pending issuance of such written directive.

Testing Based Upon Reasonable Suspicion. A member membern employee of the Department may be required to undergo testing based on "reasonable suspicion" when objective facts and observations are brought to the attention of a superior officer and, based upon the reliability and weight of such information, the superior officer can reasonably infer or suspect that the member is isy are using illegal drugs, is are abusing legal drugs or alcohol, or is are reporting for duty under the influence of drugs or alcohol. Reasonable suspicion must be supported by specific articulable facts which may include, but are not limited to: reports and observations of the member's employee‟s drug related activities, such as purchase, sale or possession of drugs, associations with known drug dealers or users, observations of the member employee at known drug or drug related locations; an otherwise unexplained change in the member's behavior or work performance; an observed impairment of the member's ability to perform his/her his or her their duties. A superior officer shall report the basis for his/her their reasonable suspicion to the Chief of Police or his/her hertheir designee. The Chief shall decide whether to direct the member employee to submit to testing. Prior to so deciding, the Chief, Chief or his/her designee, hertheir designee may meet with the membermemberemployee. If such a meeting is held, the member employee may request Union representation. However, the meeting shall not be delayed for the purpose of having a representative of the member's e mployee‟s choice. If the member employee is ordered to submit to a drug and/or alcohol test, the member employee shall be given a brief verbal statement of the basis for reasonable suspicion. A verbal directive to submit to a drug and/or alcohol test shall be confirmed in writing, but the testing shall not be delayed pending issuance of such written directive.

Testing Based Upon Reasonable Suspicion. A member of the Department may be required to undergo testing based on "reasonable suspicion" when objective facts and observations are brought to the attention of a superior officer and, based upon the reliability and weight of such information, the superior officer can reasonably infer or suspect that the member is using illegal drugs, is abusing legal drugs or alcohol, or is reporting for duty under the influence of drugs or alcohol. Reasonable suspicion must be supported by specific articulable facts which may include, but are not limited to: reports and observations of the member's drug related activities, such as purchase, sale or possession of drugs, associations with known drug dealers or users, observations of the member at known drug or drug related locations; an otherwise unexplained change in the member's behavior or work performance; an observed impairment of the member's ability to perform his/her his or her duties. A superior officer shall report the basis for his/her reasonable suspicion to the Chief or his/her designee. The Chief shall decide whether to direct the member to submit to testing. Prior to so deciding, the Chief, or his/her designee, may meet with the member. If such a meeting is held, the member may request Union representation. However, the meeting shall not be delayed for the purpose of having a representative of the member's choice. If the member employee is ordered to submit to a drug and/or alcohol test, the member employee shall be given a brief verbal statement of the basis for reasonable suspicion. A verbal directive to submit to a drug and/or alcohol test shall be confirmed in writing, but the testing shall not be delayed pending issuance of such written directive.

Testing Based Upon Reasonable Suspicion. A member An employee of the Department may be required to undergo testing based on "reasonable suspicion" when objective facts and observations are brought to the attention of a superior officer and, based upon the reliability and weight of such information, the superior officer can reasonably infer or suspect that the member is they are using illegal drugs, is are abusing legal drugs or alcohol, or is are reporting for duty under the influence of drugs or alcohol. Reasonable suspicion must be supported by specific articulable facts which may include, but are not limited to: reports and observations of the member's employee’s drug related activities, such as purchase, sale or possession of drugs, associations with known drug dealers or users, observations of the member employee at known drug or drug related locations; an otherwise unexplained change in the member's behavior or work performance; an observed impairment of the member's ability to perform his/her or her their duties. A superior officer shall report the basis for his/her their reasonable suspicion to the Chief of Police or his/her their designee. The Chief shall decide whether to direct the member employee to submit to testing. Prior to so deciding, the Chief, Chief or his/her designee, their designee may meet with the memberemployee. If such a meeting is held, the member employee may request Union UnionAssociation representation. However, the meeting shall not be delayed for the purpose of having a representative of the member's employee’s choice. If the member employee is ordered to submit to a drug and/or alcohol test, the member employee shall be given a brief verbal statement of the basis for reasonable suspicion. A verbal directive to submit to a drug and/or alcohol test shall be confirmed in writing, but the testing shall not be delayed pending issuance of such written directive.