Testing for Alcohol Clause Samples

The 'Testing for Alcohol' clause establishes the employer's right to require employees to undergo alcohol testing under specified circumstances. Typically, this clause outlines when and how such tests may be conducted, such as after workplace accidents, upon reasonable suspicion of intoxication, or as part of random screening programs. By setting clear procedures and expectations, the clause helps maintain a safe work environment and addresses potential safety risks associated with alcohol use on the job.
Testing for Alcohol. All bus drivers of the District shall be subject to testing for alcohol use. All bus drivers of the District are prohibited from the use of any alcohol for four (4) hours prior to rendering service to the District. After an accident the employee is prohibited from using alcohol for a period of eight (8) hours or until a test is done, whichever is first. The bus driver must be tested for alcohol use within eight (8) hours of the accident. Any bus driver who tests positive with an alcohol blood level of 0.02 or higher will be prohibited from rendering service to the Agency.
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Testing for Alcohol. All employees of the District in safety-sensitive positions shall be subject to testing for alcohol use. All employees of the District will be prohibited from the use of any alcohol for four (4) hours prior to rendering safety-sensitive service to the District. After an accident, the employee is prohibited from using alcohol for a period of eight
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Testing for Alcohol. Alcohol tests performed under this policy will be done with either a blood test or urine or an evidential breath-testing device (EBT). The alcohol test will be utilized first if an employee is to be tested for alcohol and drugs. For non-CDL holders that opt to take a blood test, a result which indicates a 0.04% blood alcohol level will be considered a positive test. For non-CDL holders that opt to take a breath test, will be required to determine if a person has an alcohol concentration of .04 gram per 210 liters of breath. Any result, which is .0399 or less, will be considered negative. Any result of .04 or greater will be confirmed by a second breath sample. If both the initial and confirmation results are between .04 and .06, the employee will be relieved of duty for the remainder of his/her shift and may use vacation or compensatory time. In this case, the result will not be considered positive; however, the employee may be presumed to be impaired, based on the employee's pattern of behaviors, and may face disciplinary action. For CDL holders, a breath test will be required to determine if a person has an alcohol concentration of .02 or greater per 210 liters of breath. Any result of .0399 or less will be considered negative. Any result of .02 or greater will be confirmed by a second breath sample. For any sample that is between .02 and .0399, the CDL holder will be relieved of safety-sensitive duties for a 24-hour period. The CDL holder may utilize vacation or compensatory time to cover this absence, if non-safety sensitive duties are not available. Although the result will not be considered positive, the employee may be presumed to be impaired, based on the employee's pattern of behaviors, and may face disciplinary action. Any result of .04 or higher (on both the initial and confirmation tests) will be considered positive. Any employee who does not provide a sufficient amount of breath to permit a valid breath test will be instructed to attempt again to provide a sufficient sample. If the employee refuses to attempt to provide sufficient breath for the Datamaster device, then the test will discontinue and will be considered a refusal to test.
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Testing for Alcohol. All employees of the Agency shall be subject to testing for alcohol use. All employees of the Agency will be prohibited from the use of any alcohol for four (4) hours prior to rendering service to the Agency. After an accident the employee is prohibited from using alcohol for a period of eight (8) hours or until a test is done, whichever is first. The employee must be tested for alcohol use within eight (8) hours of the accident. Any employee who tests positive with an alcohol blood level of 0.02 or higher will be prohibited form rendering service to the Agency.
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Testing for Alcohol. Breath testing of Bargaining Unit Members will be performed pursuant to FHWA and FTA regulations. Any time an employee is required to provide a urine sample for testing under this policy, a breath test for the detection of alcohol may be administered.
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Testing for Alcohol. 21 All unit members of the District covered by this Agreement shall be 22 subject to testing for alcohol use. All unit members of the District 23 covered by this Agreement will be prohibited from the use of any alcohol 24 for four (4) hours prior to rendering service to the District. After an 25 accident the unit member is prohibited from using alcohol for a period of eight (8) hours or until a test is done, whichever is first. The unit 1 member must be tested for alcohol use within eight (8) hours of the 2 accident. Any unit member who tests positive with an alcohol blood 3 level of 0.02 or higher will be prohibited from rendering service to the 4 District.
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Testing for Alcohol. Testing for alcohol shall conform with the requirements of the Testing Act, including any requirements in addition to those stated herein. Testing for alcohol is generally by use of an evidential breath testing device (EBTD) that meets the requirements of the Testing Act. A screening test shall be conducted first. Any result less than 0.02 alcohol concentration is considered a negative test. If the alcohol concentration is 0.02 or greater, a second confirmation test must be conducted. In the event that the screening and confirmation test results are not identical, the confirmation test is deemed to be the final result upon which any action to comply with the Testing Act and these Regulations shall be based. Alcohol testing shall be conducted by an employee or employees of the Board, as designated by the Superintendent, who have been trained in accordance with the requirements of the Testing Act, or by persons contracted with by the Board to perform such testing. A supervisor may not administer an alcohol breath test to any employee he/she directly supervises. A blood alcohol test may also be used under certain limited circumstances as permitted by the Testing Act.
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Testing for Alcohol a. All employees of the District covered by this Agreement shall be subject to testing for alcohol use. All employees of the District covered by this Agreement will be prohibited from the use of any alcohol for four (4) hours prior to rendering service to the District. After an accident the employee is prohibited from using alcohol for a period of eight (8) hours or until a test is done, whichever is first. The employee must be tested for alcohol use within eight (8) hours of the accident. Any employee who tests positive with an alcohol blood level of 0.02 or higher will be prohibited from rendering service to the District.
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Testing for Alcohol 
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Related to Testing for Alcohol

  • Alcohol Testing Alcohol testing will be conducted by using an evidential breath-testing device (EBT) approved by the National Highway Traffic Safety Administration. A screening test will be conducted first. This initial screening may be accomplished using a saliva test kit. If the result is an alcohol concentration level of less than 0.02 percent, the test is considered a negative test. If the alcohol concentration level is 0.02 percent or more, a second confirmation test using the EBT will be conducted. The procedures that will be utilized by the lab for collection and testing of the specimen are attached hereto as Appendix A.

  • DRUGS & ALCOHOL Any incidents concerning drugs and/or alcohol shall be dealt with in accordance with the policy of the Building Industry Group Drug and Alcohol Safety and Rehabilitation Program as detailed in Appendix D of this Agreement.

  • 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.

  • Loop Testing/Trouble Reporting 2.1.6.1 Telepak Networks will be responsible for testing and isolating troubles on the Loops. Telepak Networks must test and isolate trouble to the BellSouth portion of a designed/non-designed unbundled Loop (e.g., UVL-SL2, UCL-D, UVL-SL1, UCL-ND, etc.) before reporting repair to the UNE Customer Wholesale Interconnection Network Services (CWINS) Center. Upon request from BellSouth at the time of the trouble report, Telepak Networks will be required to provide the results of the Telepak Networks test which indicate a problem on the BellSouth provided Loop. 2.1.6.2 Once Telepak Networks has isolated a trouble to the BellSouth provided Loop, and had issued a trouble report to BellSouth on the Loop, BellSouth will take the actions necessary to repair the Loop if a trouble actually exists. BellSouth will repair these Loops in the same time frames that BellSouth repairs similarly situated Loops to its End Users. 2.1.6.3 If Telepak Networks reports a trouble on a non-designed or designed Loop and no trouble actually exists, BellSouth will charge Telepak Networks for any dispatching and testing (both inside and outside the CO) required by BellSouth in order to confirm the Loop’s working status. 2.1.6.4 In the event BellSouth must dispatch to the end-user’s location more than once due to incorrect or incomplete information provided by Telepak Networks (e.g., incomplete address, incorrect contact name/number, etc.), BellSouth will ▇▇▇▇ ▇▇▇▇▇▇▇ Networks for each additional dispatch required to repair the circuit due to the incorrect/incomplete information provided. BellSouth will assess the applicable Trouble Determination rates from BellSouth’s FCC or state tariffs.

  • REPORTING FOR WORK The Parties are committed to delivering value for paid time. Accordingly, (a) Unless some other reporting location is designated by the Employer, employees shall be in attendance at their work station and prepared to commence work at the scheduled starting time for their respective shifts. (b) Employees shall be diligent in respecting start times, shift completion times, lunch periods and rest break periods.