Explainable Positive Result Clause Samples

The Explainable Positive Result clause requires that any positive outcome or result, such as a test or analysis, must be accompanied by a clear and understandable explanation of how that result was determined. In practice, this means that if a party receives a positive finding—such as a positive drug test or a favorable audit result—the responsible party must provide sufficient information or documentation to show the reasoning or methodology behind the outcome. This clause ensures transparency and allows the affected parties to understand, verify, or challenge the basis for the positive result, thereby reducing disputes and promoting fairness.
Explainable Positive Result. A positive finding in a urine specimen that contained that drug for legitimate reasons; such as a prescribed medication, a food product, or medication administered during a medical or dental treatment.
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Related to Explainable Positive Result

  • Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.

  • CONSEQUENCES OF POSITIVE TEST RESULTS For post-Accident or reasonable suspicion, a Covered Employee shall be immediately removed from performing his or her job or, in the alternative, may be temporarily reassigned to work that is not safety-sensitive if such work is available. The Covered Employee shall be subject to disciplinary action, and shall meet with the SAPC, as set forth in Exhibit A, and section 10 below, if the Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. a. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ MOU, provided, however, that such a grievance must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. b. All proposed disciplinary actions imposed because of a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Subject to good cause, the City may impose discipline for conduct in addition to the discipline for a positive drug/alcohol test. The positive test may be a factor in determining good cause for such additional discipline. c. In the event the City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all laboratory reports and any other supporting documentation upon which the City is relying to support the proposed discipline.