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. � <br /> Section 6. The Police Chief, a Commander, or a Lieutenant may at any time order any <br /> employee assigned to duty as an evidence officer or narcotics investigator to submit a blood or <br /> urine sample to a testing laboratory for analysis to determine the presence of any drug or other <br /> substance the possession or use of which is regulated or prohibited by state law. All blood or <br /> urine tests for regulated or prohibited drugs or other substances, whether ordered under the <br /> provisions of this section or for reasonable suspicion, sha11 be conducted pursuant to the <br /> provisions of E�ibit E of this Memorandum of Understanding. Unlawful use of any such drug or <br /> other substance shall be cause for dismissal. <br /> Section 7. For purposes of this agreement, but not including reduction in personnel, <br /> seniority shall be defined as an employee's length of service in the classified police service from his <br /> most recent date of hire. Seniority shall be lost if the employee: (a) resigns; (b) retires; (c) is <br /> terminated; (d) is furloughed for more than two years. <br /> 7b. For purposes of shift assignment, seniority for sergeants shall be defined as length <br /> of service in the classified sergeants' rank, calculated from his most recent date of promotion. <br /> 7c. There shall be no bumping of employees from their properly assigned shift. <br /> 7d. Vacancies on any shift shall be posted, as soon as practicable after the vacancy <br /> occurs. Employees desiring to fill said vacancy would be required to submit notice of their desire <br /> to fill the vacancy. The employee, authorized to occupy said position, with the highest seniority <br /> submitting such notice to fill the vacancy shall be assigned to fill the vacancy. <br /> Section 8. For the purpose of maintaining communications between labor and <br /> management and in order to cooperatively discuss and solve problems of mutual concern, a <br /> Labor/Management Committee is hereby established, composed of representatives of management <br /> and labor, to meet to examine, discuss and solve mutual problems not covered by the labor , <br /> agreement. The number and composition of representatives, frequency of ineetings, and topics of <br /> discussion are subject to the particular needs and issues to be addressed. <br /> The Labor/Management Committee is recognized as a forum to meet in a non-adversarial <br /> role to discuss issues and work out problems that are of mutual concern by providing a forum for <br /> communication outside the bargaining process. <br /> 33 <br />