2018-002 Resolution - Laserfiche WebLink

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employee's immediate supervisor in charge within twenty-four (24) hours of the time such unsafe working conditions become apparent. B) The Employer will investigate all written reports of unsafe working conditions and within twenty-four (24) hours begin to correct any which are found. The Employer shall be responsible for insuring that all safety rules and safe working methods are followed by the employees. C) The Employer will notify the employee who alleges unsafe working conditions, in writing, of any corrections which have been made. SECTION 3: The Employer shall adopt a safety program regarding equipment, working conditions, and employee safety in order to insure the safety of all employees. ARTICLE 26: DRUG TESTING SECTION 1: For the purpose of implementing the provisions of this article, each bargaining unit member shall execute medical releases in order for the City to obtain the results of the examinations/drug screen testing provided for in this Article and City's Drug Testing Procedures per the City of North Olmsted Drug Free Workplace Policy. SECTION 2: The drug testing policy shall be the drug free workplace plans established by the Bureau of Workers' Compensation (BWC). It is further agreed to by the OPBA and the Employer that only B WC Level 3 Drug Free Workplace Policy will be implemented by the parties, with random drug testing. SECTION 3: If an employee is required to submit a written report, they shall be advised of the reason for such report. SECTION 4: In the event that disciplinary action is taken against a member, the member shall have the right to request the presence of an OPBA representative when such action is taken. SECTION 5: If all screening and confirmatory tests are positive regarding the use of non - felonious drugs, the City shall require the employee to participate in a rehabilitation or detoxification program as determined by appropriate medical personnel. This provision shall apply to only the first incident of positive testing of or the use of non -felonious drugs. Any employee testing positive for the use of non -felonious drugs the second time any employee testing positive for and/or the use of felonious drugs may be subject to disciplinary action up to termination at the Employer's discretion without any rehabilitation program. SECTION 6: An employee who participates in a rehabilitation or detoxification program shall be allowed to use sick leave, vacation leave, or personal days for the period of the rehabilitation. If no such leave credit is available; such employee may be placed on an unpaid medical leave of absence. 20