MR_Vengeance
United Parcel Survivor
don't be a rabbit and don't skip your meal and breaks,period.
Been fired ! :(
- Thread starter klein
- Start date
- Status
P
pickup
Guest
Canadians use to be the fattest on average but then John Candy died and the average dropped a bit.
P
pickup
Guest
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pickup
Guest
Listen, jonesy, don't confuse us with the facts here.
I wonder how many mexicans are getting lumped into the u.s. mix?
Heh, I'm sure the Mexicans will blame their 2nd place finish on all the American fatties getting drunk in Tijuana
Backlasher
Stronger, Faster, Browner
705red
Browncafe Steward
Im not saying that i agree in what the poster did in anyways. But I hope he ready article 35 and one way or the other he needs some sort of rehabilation help for his drinking problem.
Section 4. Alcohol Testing
The parties have agreed that the procedures as set forth in Article 35, Section
4 shall be the methodology for testing and will be modified only in the event
that further federal legislation or Department of Transportation regulations
required by regulation, revise testing methodologies or requirements during
the term of this Agreement.
Where such regulations allow revised testing methodologies such
modifications shall be subject to mutual agreement by the parties.
Section 4.3 Screening Test
The initial screening test uses an Evidential Breath Testing (EBT) device to
determine levels of alcohol. The following initial cutoff levels shall be used
when screening specimens to determine whether they are negative for
alcohol. The EBT must also be capable of distinguishing alcohol from
acetone at the 0.02 concentration level, test an air blank, and perform an
external calibration check.
Breath Alcohol Levels:
Less than 0.02 - Negative
0.02 and above - Positive (Requires Confirmation Test)
Section 4.4 Confirmatory Test
All specimens identified as positive on the initial screening test, showing an
alcohol concentration of 0.02 or higher, shall be confirmed using an EBT that
is capable of providing a printed result in triplicate; is capable of assigning a
unique and sequential number to each test; and is capable of printing out, on
each copy of the printed test result, the manufacturer�s name for the device,
the device�s serial number, and the time of the test.
A confirmation test must be performed not sooner than fifteen (15) minutes
after the screening test, but not more than thirty (30) minutes after the
screening test.
The following cutoff levels shall be used to confirm the presence of alcohol:
Breath Alcohol Levels:
Less than 0.02 - Negative
0.02 to 0.039 - Positive/Out of service for twenty-four (24) hours from time of
the test
0.04 and above - Positive/Out of service and referred to Substance Abuse
Professional (SAP).
Section 4.6 Reasonable Cause Testing
Upon reasonable cause, UPS will require an employee to be tested for the use
of alcohol.
Reasonable cause is defined as an employee�s observable action, appearance
or conduct that clearly indicates the need for a fitness-for-duty medical
evaluation.
The employee�s conduct must be witnessed by at least two (2) supervisors, if
available. The witnesses must have received training in observing a person�s
behavior to determine if a medical evaluation is required. When the
supervisor confronts an employee, a union representative should be made
available pursuant to Article 4 of the National Master UPS Agreement as
interpreted. If no steward is present, the employee may select another hourly
paid employee to represent him.
Section 4.11 Discipline
It is agreed that an employee will have a one (1) time rehabilitation
opportunity for alcohol abuse as outlined in Article 16, Section 5, except as
provided under Random Testing below. There shall also be a one (1) time
rehabilitation opportunity for substance abuse.
1. Reasonable Cause Testing
An employee who is tested for reasonable cause and whose alcohol level is
0.02 to 0.039 will be taken out of service for twenty-four (24) hours and
receive a warning letter.
An employee who is tested for reasonable cause and whose alcohol level is
0.040 to 0.069 will be taken out of service for twenty-four (24) hours,
referred to a Substance Abuse Professional (SAP) and suspended for ten (10)
days. If the employee has committed a disciplinary offense under the terms of
the supplemental agreement, the results of the test may be used in the
support of the Employer�s disciplinary action.
A second positive test of 0.02 or above is a dischargeable offense.
A positive test of 0.070 or above is a dischargeable offense.
A presumption exists that the employee was drinking on the job if the
observation, time of testing and alcohol level combine to show the employee�s
level was too high to have consumed alcohol prior to the employee�s report
time.
An employee taken out of service for a positive test result must have a
negative test prior to returning to work.
2. Post Accident Testing
An employee who is involved in an accident for which the mandate requires
post accident testing must submit to such test. A post accident test of 0.02 or
above is a dischargeable offense.
3. Random Testing
A positive test of 0.02 to 0.039 will result in the employee being taken out of
service for twenty-four (24) hours and a warning letter shall be issued.
A second positive test of 0.02 to 0.069 or an initial positive test of 0.04 or
above will result in the employee being taken out of service and a ten (10) day
suspension shall be imposed. The employee will also be referred to a
Substance Abuse Professional (SAP) for evaluation. If the SAP requires in-patient
treatment and that in-patient treatment is the second (2nd) such treatment
afforded the employee, the cost of such treatment will not be borne by the
UPS medical plan.
A third (3rd) positive test of 0.02 or above after the employee was
tested pursuant to the above levels will subject the employee to discharge.
4. Dischargeable Offenses
Other language to the contrary notwithstanding, the following may result in
discipline up to and including discharge:
A. Failure to successfully complete rehabilitation.
B. A positive test, defined as 0.02 or higher, as part of post-care testing.
C. Failure to comply with the after-care treatment plan.
D. Possession of and/or consumption of an alcoholic beverage while on duty.
E. Any test of an on-duty employee that measures at or above the state
mandated DWI level. Should any state reduce the DWI mandated levels
below 0.08, the Employer and the Union agree to meet and re-negotiate
section E of this Agreement.
friend. An employee�s refusal to submit to a negotiated test.
Non-mandated employees shall be subject to reasonable cause testing as
outlined above.
In no circumstances under this Section shall suspension time run
concurrently with any leave period.
Section 4. Alcohol Testing
The parties have agreed that the procedures as set forth in Article 35, Section
4 shall be the methodology for testing and will be modified only in the event
that further federal legislation or Department of Transportation regulations
required by regulation, revise testing methodologies or requirements during
the term of this Agreement.
Where such regulations allow revised testing methodologies such
modifications shall be subject to mutual agreement by the parties.
Section 4.3 Screening Test
The initial screening test uses an Evidential Breath Testing (EBT) device to
determine levels of alcohol. The following initial cutoff levels shall be used
when screening specimens to determine whether they are negative for
alcohol. The EBT must also be capable of distinguishing alcohol from
acetone at the 0.02 concentration level, test an air blank, and perform an
external calibration check.
Breath Alcohol Levels:
Less than 0.02 - Negative
0.02 and above - Positive (Requires Confirmation Test)
Section 4.4 Confirmatory Test
All specimens identified as positive on the initial screening test, showing an
alcohol concentration of 0.02 or higher, shall be confirmed using an EBT that
is capable of providing a printed result in triplicate; is capable of assigning a
unique and sequential number to each test; and is capable of printing out, on
each copy of the printed test result, the manufacturer�s name for the device,
the device�s serial number, and the time of the test.
A confirmation test must be performed not sooner than fifteen (15) minutes
after the screening test, but not more than thirty (30) minutes after the
screening test.
The following cutoff levels shall be used to confirm the presence of alcohol:
Breath Alcohol Levels:
Less than 0.02 - Negative
0.02 to 0.039 - Positive/Out of service for twenty-four (24) hours from time of
the test
0.04 and above - Positive/Out of service and referred to Substance Abuse
Professional (SAP).
Section 4.6 Reasonable Cause Testing
Upon reasonable cause, UPS will require an employee to be tested for the use
of alcohol.
Reasonable cause is defined as an employee�s observable action, appearance
or conduct that clearly indicates the need for a fitness-for-duty medical
evaluation.
The employee�s conduct must be witnessed by at least two (2) supervisors, if
available. The witnesses must have received training in observing a person�s
behavior to determine if a medical evaluation is required. When the
supervisor confronts an employee, a union representative should be made
available pursuant to Article 4 of the National Master UPS Agreement as
interpreted. If no steward is present, the employee may select another hourly
paid employee to represent him.
Section 4.11 Discipline
It is agreed that an employee will have a one (1) time rehabilitation
opportunity for alcohol abuse as outlined in Article 16, Section 5, except as
provided under Random Testing below. There shall also be a one (1) time
rehabilitation opportunity for substance abuse.
1. Reasonable Cause Testing
An employee who is tested for reasonable cause and whose alcohol level is
0.02 to 0.039 will be taken out of service for twenty-four (24) hours and
receive a warning letter.
An employee who is tested for reasonable cause and whose alcohol level is
0.040 to 0.069 will be taken out of service for twenty-four (24) hours,
referred to a Substance Abuse Professional (SAP) and suspended for ten (10)
days. If the employee has committed a disciplinary offense under the terms of
the supplemental agreement, the results of the test may be used in the
support of the Employer�s disciplinary action.
A second positive test of 0.02 or above is a dischargeable offense.
A positive test of 0.070 or above is a dischargeable offense.
A presumption exists that the employee was drinking on the job if the
observation, time of testing and alcohol level combine to show the employee�s
level was too high to have consumed alcohol prior to the employee�s report
time.
An employee taken out of service for a positive test result must have a
negative test prior to returning to work.
2. Post Accident Testing
An employee who is involved in an accident for which the mandate requires
post accident testing must submit to such test. A post accident test of 0.02 or
above is a dischargeable offense.
3. Random Testing
A positive test of 0.02 to 0.039 will result in the employee being taken out of
service for twenty-four (24) hours and a warning letter shall be issued.
A second positive test of 0.02 to 0.069 or an initial positive test of 0.04 or
above will result in the employee being taken out of service and a ten (10) day
suspension shall be imposed. The employee will also be referred to a
Substance Abuse Professional (SAP) for evaluation. If the SAP requires in-patient
treatment and that in-patient treatment is the second (2nd) such treatment
afforded the employee, the cost of such treatment will not be borne by the
UPS medical plan.
A third (3rd) positive test of 0.02 or above after the employee was
tested pursuant to the above levels will subject the employee to discharge.
4. Dischargeable Offenses
Other language to the contrary notwithstanding, the following may result in
discipline up to and including discharge:
A. Failure to successfully complete rehabilitation.
B. A positive test, defined as 0.02 or higher, as part of post-care testing.
C. Failure to comply with the after-care treatment plan.
D. Possession of and/or consumption of an alcoholic beverage while on duty.
E. Any test of an on-duty employee that measures at or above the state
mandated DWI level. Should any state reduce the DWI mandated levels
below 0.08, the Employer and the Union agree to meet and re-negotiate
section E of this Agreement.
friend. An employee�s refusal to submit to a negotiated test.
Non-mandated employees shall be subject to reasonable cause testing as
outlined above.
In no circumstances under this Section shall suspension time run
concurrently with any leave period.
Backlasher
Stronger, Faster, Browner
Sounds like a normal Ups route 2 me. If ya cut the beer run out of the loop you could be clocking out at 6pm
Backlasher
Stronger, Faster, Browner
[video=youtube;7GcVnhNjWV0]http://www.youtube.com/watch?v=7GcVnhNjWV0[/video]
Hey Klein, I think UPS might of recorded your beer run and posted it on YOUTUBe. Is this realy you?
Your so much cooler online.
Hey Klein, I think UPS might of recorded your beer run and posted it on YOUTUBe. Is this realy you?
Your so much cooler online.
Red,
Just curious as I am not an expert by any means on the Teamsters contract, but the language here seems to indicate suspicion of being impaired (and creating a fair process for validating the suspicion) versus actually observing someone drinking. Is this testing process still valid if someone is seen drinking? If so it would seem to give everyone a clean slate to have a beer every few hours as this would keep their BAC under .02, which seems to be the threshold for any sort of disciplinary action in what you quoted.
Thanks.
- Status
