Common use of Cooperation with Policy Administration Clause in Contracts

Cooperation with Policy Administration. Employees shall: a. Not interfere with the administration of this Drug and Alcohol Policy. Examples include, but are not limited to, the following: tainting, tampering, or substitution of urine samples; falsifying information regarding the use of prescribed medications or controlled substances; or failure to cooperate with any tests outlined in this policy to determine the presence of drugs or alcohol. b. Provide to Human Resources within twenty-four (24) hours of request a current valid prescription in the employee's name for any drug or medication which the employee alleges gave rise to reasonable suspicion of being under the influence of alcohol or drugs. c. Respond fully and accurately to inquiries from the County’s Medical Review Officer (MRO); authorize MRO contact with treating health care providers upon request. d. Complete any assessments or treatment programs required under this Policy. e. Sign a waiver upon request authorizing treatment providers to disclose confidential information necessary to verify successful completion of any assessment or treatment program required under this Policy. f. Disclose promptly (upon the next working day) and fully to his/her supervisor: i. All drug or alcohol‑related arrests, citations, convictions, guilty pleas, no contest pleas or diversions which resulted from conduct which occurred while he or she was on duty, on County property, or in a County vehicle; or ii. Any other violation of laws regulating use of alcohol and controlled substances which adversely affects an employee's ability to perform major job functions, specifically to include loss or limitation of driving privileges when the employee's job is identified as requiring a valid license.

Cooperation with Policy Administration. Employees shall: a. Not interfere with the administration of this Drug and Alcohol Policy. Examples include, but are not limited to, the following: tainting, tampering, or substitution of urine samples; falsifying information regarding the use of prescribed medications or controlled substances; or failure to cooperate with any tests outlined in this policy to determine the presence of drugs or alcohol. b. Provide to Human Resources within twenty-four (24) hours of request a current current, valid prescription in the employee's name for any drug or medication which the employee alleges gave rise to reasonable suspicion of being under the influence of alcohol or drugs. c. Respond fully and accurately to inquiries from the County’s Medical Review Officer (MRO); authorize MRO contact with treating health care providers upon request. d. Complete any assessments or treatment programs required under this Policy.under e. Sign a waiver upon request authorizing treatment providers to disclose confidential information necessary to verify successful completion of any assessment or treatment program required under this Policy. f. Disclose promptly (upon the next working day) and fully to his/her supervisor:their i. All drug or alcohol‑related alcohol related arrests, citations, convictions, guilty pleas, no contest pleas or diversions which resulted from conduct which occurred while he or she was on duty, on County property, or in a County vehicle; or, ii. Any other violation of laws regulating use of alcohol and controlled substances which adversely affects an employee's ability to perform major job functions, specifically to include loss or limitation of driving privileges when the employee's job is identified as requiring a valid license.