Testing Policy Clause Samples

Testing Policy. A. Drug and Alcohol Testing Situations 1. Post-Accident HMG LLC will require an employee to submit to a drug test following involvement in an accident in which an employee sustains an injury requiring off-site medical attention or when property damage occurs. The Company may avoid requiring a post-accident test if a supervisor reasonably believes that the injury or property damage was due to employee inexperience, a defective or unsafe work product or working condition, or other circumstance beyond the control of the employee. All employees who are involved in an accident involving an injury must immediately report the injury to their supervisor or to some other member of management. Failure to immediately report a workplace injury is grounds for discipline. 2. Reasonable Suspicion (a) HMG LLC may require an employee to submit to a drug and alcohol test when it has suspicion that an employee’s performance may be impaired by drugs or alcohol. Suspicion that may warrant an employee being tested under this section must be based on specific personal observation the supervisor can describe concerning the appearance, behavior, speech, breath or body odor of the employee. The employee will be provided with an opportunity to explain his/her conduct. The supervisor will explain the right to have a union representative present if requested. The supervisor’s reasonable grounds must be confirmed by another management representative. (These observations shall be recorded on a “Behavior Report Form” attached as Exhibit B-1.) When a supervisor confronts an employee concerning a suspicion of impairment, the employee is not to return to work until fitness for duty is established. If the drug and alcohol test indicates the presence of drugs and/or alcohol in the employee’s system, the time the employee spends between his release from the clinic and the receipt of a confirmed positive drug test will be treated as a disciplinary suspension. Absent any other concurrent disciplinary action, the employee will be paid for all the time lost from work if the results of the drug and alcohol test are negative. (b) Failure to submit to a test required on any of the above bases will be grounds for termination. Employees who feel that they have a legitimate grievance must still submit to the test and then file a grievance in accordance with the Collective Bargaining Agreement. Except for specific situations where federal regulations require otherwise, an employee may forgo the test if t...

Testing Policy. Practical and written exams are administered every January, April, July, and October. Applicant must submit a completed form # 025 to the Training Division at least 14 calendar days prior to test date in order to sit for promotional test. Passing information from any test, exam, quiz or practical test to another person is against the policy of the Department. Soliciting test information from another person is also against policy. Passing score on all tests shall be 70%. • The firefighter must maintain a quiz average of 70% or greater for the previous 6 months. • The applicant must obtain an overall rating of satisfactory or better on their most recent employee evaluation. • The firefighter will be required to have at least one year of experience at each rank before promoting to the next rank, with the following exceptions: A firefighter may receive 2 months credit for every year served as a volunteer firefighter with SMFR up to six months total credit. For example if a firefighter has been a volunteer with SMFR for two years the firefighter can promote to 3rd class 4 months early. Also if a firefighter has been a state certified full time firefighter for one year or more at another fire department they shall receive 6 months credit toward their experience requirement. Advancement to 3rd class will be the only time this credit can be used. • Must be NIMS Compliant • Certified rider on all units -These will be specific tests obtained from your Shift Training Officer • Complete 32 Box Map Tests- These will be specific map tests obtained from your Shift Training Officer • Score of 70% or better on promotional exam. • Score of 70% or better on the practical exam. • Satisfactory employee evaluation. • Recommendation from the Oral Review Board to promote Personnel are required to have at least one year of experience as a Probationary firefighter before promoting to 3rd class. Firefighters are required to promote to 3rd class no later than two years after being hired or may be subject to discipline up to and including termination. Completion of the following classes is strongly suggested for a firefighter promoting to 3rd class: Fire Service Hydraulics * Apparatus Operations *(including EVOC) Aerial Operations ▇-▇▇▇ ▇-▇▇▇ * These classes the department will consider paying for after 6 months of employment. After one year, and the successful completion of Fire Apparatus Operations and Fire Service Hydraulics classes, an individual may submit a Driver’s Certificatio...

Testing Policy. In order to meet the expectation that home-taught courses maintain the integrity of the classes that are taught on campus, the following guidelines regarding testing must be followed: ● All tests must be taken in a testing environment, under the supervision of a parent. ● LA students must take at least one test per subject during every 9 week progress period in all home-taught core courses. ● High school home-taught courses must include a semester final exam which makes up 20% of the semester grade. These exams must be proctored by an ECS staff member, either on campus or virtually. The exam and answer key must be provided to the LA Coordinator. ● Visual and Performing Arts (VAPA) courses involve one project or paper per semester, due to the LA Coordinator by the determined date (typically one week prior to the end of the semester). The LA Coordinator will grade this project and return it to the parent for entry into the gradebook. This project/paper is in addition to the required work samples for VAPA courses. Once admitted to the program, LA students are encouraged, but not required, to participate in standardized testing. Middle school students take the Iowa Assessment annually in the Spring. High school students complete the Classical Learning Test (CLT) in the fall and spring. The LA Coordinator must be notified when an LA student desires to participate in the standardized testing program. The ECS academic calendar is divided into four nine-week periods. A Quarterly Progress Report is to be at the end of each quarter. Grades recorded for each student’s course on the Progress Report will be entered into FACTS. For external courses, a current grade must be provided by a printed “snapshot” of the student’s current grade and progress in the course. At the end of quarter, LA students must submit the following items for review: ● Quarterly Progress Report (course grades must be noted as percentages) ● A gradebook copy for each home-taught course ● No less than nine original samples per subject, including a variety of the following: ○ Homework assignments ○ Quizzes ○ Tests ○ Papers/writing samples ○ Projects ○ Portfolio pieces (VAPA courses) ● Logs for Physical Education and VAPA courses ● Documentation of progress and/or final grades for classes taken through external organizations The items listed above are to be submitted to the LA Coordinator or front office staff in a large envelope or folder. This packet should be received no later than one week after ...

Testing Policy. As a part of this substance abuse program, effective January 1, 2009, the parties will implement a sweep testing process which shall mean periodic and unannounced blanket (sweep) tests of an entire plant site, shift, or department, including associated supervision. The scope and frequency of such tests shall be at the Company's discretion, balancing benefits against costs. In addition,

Testing Policy. An employee who receives a positive alcohol or drug test result, or who is regarded as having refused to test (as defined under the policy section, “Refusal to Submit/Insubordination”), shall be terminated. Adopted by the Governing Body of the City of Hutchinson, Kansas, this day of ATTEST: By: ▇▇▇▇▇ ▇. ▇▇▇▇▇▇▇, Mayor ▇▇▇▇▇ ▇▇▇▇▇▇▇ LOCAL 513, AFL-CIO/HRCEC City Clerk By: ▇▇▇▇ ▇▇▇▇▇▇▇▇, Unit Chair By: ▇▇▇▇ ▇▇▇▇▇▇▇, Business Representative Training (Open Range) (Classroom)* (Console) Min.** Max.** $15.39 $15.55 $15.70 $23.55 * 2018 Pay Range Minimum ** 2018 Pay Range Adjusted by 2.0% The following outlines the procedure for determining the base pay increase or lump-sum bonus under the 2019 Merit-Based Pay and Bonus Plan. Performance appraisals will be conducted on the employee’s anniversary date. The employee’s anniversary date is either their hire date, or their date of promotion, or date of demotion into their current job classification unless it is changed due to extended leave of absences. The performance rating period is defined as the twelve (12) months preceding the employee’s anniversary date.

Testing Policy. Firefighters may apply for testing 60 days prior to the date eligible to promote. Firefighters shall complete a promotional checklist and have a satisfactory evaluation within the previous 12 months. Firefighters shall be required to pass all written tests with a score of 80% or greater. Scoring of the practical test will be based on the combined evaluation of the Training Officer and the immediate supervisor.

Testing Policy. Bristol Piping Systems is a drug-free workplace. Employees are the Employer’s most valuable resource and, for that reason, their health and safety are of paramount concern. Under the Employer’s drug testing policy, all current and prospective employees must submit to the drug testing policy. Prospective employees will only be asked to submit to a test once a conditional offer of employment has been extended and accepted. An offer of employment by Synalloy is conditioned on the prospective employee testing negative for illegal substances. If there is reason to suspect that the employee is working while under the influence of an illegal drug or alcohol, the employee may be suspended without pay until the results of a drug and alcohol test are made available to the Employer by a certified testing laboratory. Where drug or alcohol testing is part of a routine physical or random screening, there will be no adverse employment action taken until the test results are in. The Employer’s drug testing policy is intended to comply with all state laws governing drug testing and is designed to safeguard employee privacy rights to the fullest extent of the law. The illegal use, sale or possession of narcotics, drugs or controlled substances while on the job or on Employer property will result in discharge. The illegal sale of narcotics, drugs or controlled substances off duty and off Employer premises will also result in discharge. Illegal use of drugs off duty and off Employer premises is not acceptable because it can affect on-the-job performance and the confidence of our customers in the Employer’s ability to meet its responsibilities; such use may result in discharge. Alcohol is prohibited from Employer property and operations, and use of alcohol that adversely affects an employee’s job performance or the public perception of the Employer is not acceptable. For the purpose of this policy, an employee will be irrefutably presumed to have engaged in the unacceptable use of drugs and alcohol if urinalysis, blood testing or other accepted testing procedures show proof of drug or alcohol use beyond established cutoff levels.

Testing Policy. Practical and written exams are administered every January, April, July, and October. Applicant must submit a completed form # 025 to the Training Division at least 14 calendar days prior to test date in order to sit for promotional test. Passing information from any test, exam, quiz or practical test to another person is against the policy of the Department. Soliciting test information from another person is also against policy. Passing score on all tests shall be 70%.  The firefighter must maintain a monthly quiz average of 70% or greater for the previous 6 months.  The applicant must obtain an overall rating of satisfactory or better on their most recent employee evaluation.  The firefighter will be required to have at least one year of experience at each rank before promoting to the next rank, with the following exceptions: A firefighter may receive 2 months credit for every year served as a volunteer firefighter with SMFR up to six months total credit. For example if a firefighter has been a volunteer with SMFR for two years the firefighter can promote to 3rd class 4 months early. Also if a firefighter has been a state certified full time firefighter for one year or more at another fire department they shall receive 6 months credit toward their experience requirement. Advancement to 3rd class will be the only time this credit can be used.  Certificate of Compliance from the State of Florida.  Florida State Certified Emergency Medical Technician  Must be NIMS Compliant  Certified rider on all units -These will be specific tests obtained from your Shift Training Officer  Complete 32 Box Map Tests- These will be specific map tests obtained from your Shift Training Officer  Score of 70% or better on promotional exam.  Score of 70% or better on the practical exam.  Monthly quiz average of 70% or greater for the previous 6 months.  Satisfactory employee evaluation.  Recommendation from the Oral Review Board to promote Personnel are required to have at least one year of experience as a 4th class firefighter before promoting to 3rd class. Firefighters are required to promote to 3rd class no later than two years after being hired or may be subject to discipline up to and including termination. Completion of the following classes is strongly suggested for a firefighter promoting to 3rd class: Fire Service Hydraulics * Apparatus Operations *(including EVOC) Aerial Operations ▇-▇▇▇ ▇-▇▇▇ * These classes the department will consider paying for after 6...