Allegro bus 2004

  As used herein, "drug abuse" includes the use of illicit substances or misuse of controlled substances, alcohol, or other psychoactive drugs. The manufacture, use, possession or distribution of illicit or controlled substances during work hours is strictly prohibited.   Employees are required to report to work in a fit condition for duty.   Being under the influence of alcohol or illicit drugs during work hours, and being under the influence of legal drugs to the extent that normal faculties are impaired on the job, is strictly prohibited.   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 alegria youtube cirque 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 alcohol, then confidentiality will be allegro bus 2004 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 allegro bus 2004 action may result. Any employee who refuses to submit to a test for allegro bus 2004 drugs or alcohol pursuant to this policy allegro bus 2004 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' allegro bus 2004 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, allegro bus 2004 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 allegro bus 2004 the following types of drug testing: 1.

Pre-employment – Any final candidate for a position within the Library District shall be required to take a drug urinalysis test after the initial offer but allegro 2004 bus prior to the final offer for the position being extended. Any final candidate whose confirmed test results indicate present drug abuse will not be hired, and may allegro bus 2004 not re-apply for 180 days. Reasonable suspicion - This type of testing is based on a belief that an employee is using or has used drugs and/or alcohol in violation of this policy, drawn from specific objective and articulable facts, and reasonable inferences drawn from those facts in light of experience. Approval for such testing shall be authorized only by the Administrative Services Division Director in 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 allegro bus 2004 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.