2024-104 Resolution - Laserfiche WebLink

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A) All unsafe working conditions must be reported by the employee in writing to the 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 we 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 ensure the safety of all employees. ARTICLE 26 25: DRUG TESTING SECTION 1. For the purpose of implementing the provisions of this article, each bargaining unit member sball execute medical releases in order for the Employer to obtain the results of the examinations/drug screen testing provided for in this Article and Employer'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 as set forth in the City's Personnel Policy Manual (PPM), including thresholds as may be amended from time to time by federal regulations and incorporated in said policy, a copy of which is attached hereto as Appendix B. It is further agreed to by the OPBA and the Employer that only the Drug Free Workplace Policy as established in the City's PPM will be implemented by the parties. If there are any changes in the policy during the terms of this Agreement, the Employer shall notify the Union and all employees of the changes in writing at least ten (10) days prior to the effective date of the changes, and the agreed upon policy dated January 1, 2021 attached to the CBA shall be updated to reflect the PPM Policy changes, with copies being provided to the Association and employees. 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. 25 4882-1615-2807, v.5