Alegria bridal shop

  Employees who violate the Library District’s Drug Free Workplace Policy by failing a drug test or by being under the influence, using or distributing drugs on the job are subject to disciplinary action, including dismissal. Department or Branch Managers will contact local law enforcement officials to confiscate any suspected illegal drugs. If an employee is under medical treatment with a drug that could alter his/her ability to do the job, (s)he is required to report this drug use immediately to his/her supervisor. Drug abuse and alcoholism are recognized as illnesses or disorders, and the District accepts responsibility for providing channels of help. However, it is the  employee's responsibility to seek such help. If an employee seeks help on a voluntary basis with personal use of drugs or alegria bridal shop alcohol, then confidentiality will be protected. However, if the employee does not seek help and work performance or work conduct problem comes to the attention of the District, then disciplinary action may result. Any employee who refuses to submit to a test for drugs or alcohol pursuant to this policy shall be presumed, in the absence of clear and convincing evidence to the contrary, to be under the influence and may forfeit eligibility for all workers' compensation medical and indemnity benefits and may be terminated or disciplined.

102(8), Florida Statutes, shall govern the  release of any information, interviews, reports, statements, memoranda and drug and/or alcohol testing results received by the District through this Drug Free Workplace and drug testing program. TYPES OF TESTING The District will conduct the following types of drug testing: 1. Pre-employment – Any final candidate for a position within the Library District alegria bridal shop shall be required to take a drug urinalysis test after the initial offer but alegria bridal shop prior to the final offer for alegria bridal shop the position being extended. Any final alegria bridal shop candidate whose confirmed test results indicate present drug abuse will not be alegria bridal shop hired, and may not re-apply for 180 days. Reasonable suspicion - This type of testing is based on a belief that an alegria bridal shop employee is using or has used drugs and/or alcohol allegra side effects seizure in violation of this policy, drawn from specific objective and articulable facts, and reasonable inferences drawn from alegria bridal shop those facts in light of experience.

Approval alegria bridal shop for such testing shall be authorized only by alegria bridal shop the Administrative Services Division Director in allegra with oj coordination with the Human Resources Office. Among other things, such facts and inferences may be based upon: a. Observable, documented, phenomena 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 a drug or alcohol.

Abnormal conduct or erratic behavior while at work or a  significant deterioration in work performance. A report of drug or alcohol use, provided by a reliable and credible source. Evidence that an individual has tampered with a drug or alcohol test during employee’s employment with the District. Information that an employee has caused, contributed to, or been involved in an accident while at work. The occurrence of an accident, while at work or working, in and of itself shall not constitute reasonable suspicion. However, individual circumstances of an accident, including, but not limited to, the nature and extent of the employee’s involvement in the accident, may be considered as one element of reasonable suspicion.

Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on District premises or while operating District vehicles, machinery or equipment. If testing is conducted based on reasonable suspicion, the District will immediately document the circumstances that formed the basis of determination to warrant the testing. The original documentation shall be kept confidential by the District pursuant to this policy and shall be retained for at least one (1) alegria bridal shop year. A copy of this documentation shall be given to the employee upon written request. Follow-up - If an employee, in the course of employment, has a confirmed positive drug or alcohol test and subsequently accesses the Employee alegria bridal shop Assistance Program (EAP) for drug-related and/or alcohol-related problems or enters an alcohol and drug rehabilitation program, the District will require the allegra prescription strength employee to submit to a drug and/or alcohol test upon completion of the program as follow-up to such program, and on a quarterly basis, for two (2) years thereafter.