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<blockquote data-quote="BigUnionGuy" data-source="post: 1329544" data-attributes="member: 4992"><p><strong>Article 35</strong> of the National Master</p><p></p><p></p><p><strong>Section 3.8</strong> Reasonable Cause Testing</p><p></p><p>Upon reasonable cause, UPS will require an employee to be tested for the use of controlled substances.</p><p></p><p>Reasonable cause is defined as an employee’s observable action, appearance, or conduct that clearly indicate the need for a fitness-for-duty medical evaluation.</p><p></p><p>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(s) 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.</p><p></p><p>Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Local Union in a timely manner.</p><p></p><p>Note: (Reasonable Cause)</p><p></p><p><em>At the time the urine specimen is collected, the employee may <u>opt</u> to also give a blood sample</em>. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter, offered an opportunity for rehabilitation as set forth in this Article, and the employee will be required to otherwise satisfy the requirements imposed by the DOT regulations. However, if there is a second occasion where reasonable cause testing results in a positive urine test, the employee will then be subject to discharge.</p><p></p><p><strong><u>Non-DOT</u></strong> - <u>Reasonable Cause</u>:</p><p></p><p>In the event an employee (not covered by DOT) is tested pursuant to the discipline Article in the Supplemental Rider or Addenda to the National Master UPS Agreement, such test will be performed under the same procedures and requirements as those set forth in this Article. <em><u>In the event the test result is positive, as set forth above, it shall be considered a dischargeable offense</u></em>.</p><p></p><p></p><p>I can't make it any clearer.</p><p></p><p></p><p></p><p></p><p></p><p>Life.... is replete with choices.</p><p></p><p></p><p></p><p>-Bug-</p></blockquote><p></p>
[QUOTE="BigUnionGuy, post: 1329544, member: 4992"] [B]Article 35[/B] of the National Master [B]Section 3.8[/B] Reasonable Cause Testing Upon reasonable cause, UPS will require an employee to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance, or conduct that clearly indicate 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(s) 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. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Local Union in a timely manner. Note: (Reasonable Cause) [I]At the time the urine specimen is collected, the employee may [U]opt[/U] to also give a blood sample[/I]. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter, offered an opportunity for rehabilitation as set forth in this Article, and the employee will be required to otherwise satisfy the requirements imposed by the DOT regulations. However, if there is a second occasion where reasonable cause testing results in a positive urine test, the employee will then be subject to discharge. [B][U]Non-DOT[/U][/B] - [U]Reasonable Cause[/U]: In the event an employee (not covered by DOT) is tested pursuant to the discipline Article in the Supplemental Rider or Addenda to the National Master UPS Agreement, such test will be performed under the same procedures and requirements as those set forth in this Article. [I][U]In the event the test result is positive, as set forth above, it shall be considered a dischargeable offense[/U][/I]. I can't make it any clearer. Life.... is replete with choices. -Bug- [/QUOTE]
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