Procedure Following a Positive Test Result Sample Clauses

The "Procedure Following a Positive Test Result" clause outlines the steps that must be taken when an individual receives a positive result from a specified test, such as a drug screening or medical examination. Typically, this clause details notification requirements, possible confirmatory testing, and any immediate actions such as suspension or removal from certain duties. Its core function is to ensure a clear, consistent response to positive test results, thereby protecting the interests of all parties and maintaining safety or compliance standards.
Procedure Following a Positive Test Result a. An employee will not be removed from continuous pay status because of a drug or alcohol test result until the Medical Review Officer or the Breath Alcohol Technician verifies the test result. b. As part of the verification process, the MRO will attempt, in accordance with applicable regulations, to contact the employee to determine whether an acceptable medical explanation for the confirmed positive result exists. The MRO will review in confidence any information provided by the employee. If the MRO determines there is an acceptable medical explanation for the positive test result, the result shall be reported as negative with a safety concern. Medical personnel will evaluate the employee based on the MRO concern to ensure they can safely perform their duties. Should an accommodation be required, the company will work with the employee to ensure it is complete. DFW will treat this as a negative result. c. After verification of a positive test result, the employee shall be given 24 hours to contact the EAP for an appointment so that an EAP assessment can be made. An appointment for an EAP assessment will be made. Failure to keep the appointment without an acceptable excuse will result in discharge from employment. The employee may be returned to work after an EAP evaluation is made and negative return to duty drug and alcohol test results have been received. d. The employee may not return to work until results on drug and alcohol tests administered by the Company are negative. A validated positive return-to- work drug or alcohol test will be grounds for discharge from employment. e. The employee is required to accept and comply with the terms of a Compliance Notification Memo. f. The employee is subject to follow-up testing as directed by EAP. A minimum of six (6) unannounced tests per year will be conducted for three (3) years of active payroll status following return to work.
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Procedure Following a Positive Test Result. An employee will not be removed from continuous pay status because of a drug or alcohol test result until the Medical Review Officer or the Breath Alcohol Technician verifies the test result.
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Procedure Following a Positive Test Result a. An employee will not be removed from continuous pay status because of a drug or alcohol test result until the Medical Review Officer or the Breath Alcohol Technician verifies the test result. b. As part of the verification process, the MRO will attempt, in accordance with applicable regulations, to contact the employee to determine whether an acceptable medical explanation for the confirmed positive result exists. The MRO will review in confidence any information provided by the employee. If the MRO determines there is an acceptable medical explanation for the positive test result, the result shall be reported as negative. c. After verification of a positive test result, the employee shall be given one (1) workday to contact the EAP for an appointment so that an EAP assessment can be made. An appointment for an EAP assessment will be made. Failure to keep the appointment without an acceptable excuse will result in discharge from employment. The employee may be returned to work after an EAP evaluation is made and the treatment and/or education recommended begins as scheduled. d. The employee may not return to work until results on drug and alcohol tests administered by the Company are negative. A validated positive return-to-work drug or alcohol test will be grounds for discharge from employment. e. The employee is required to accept and comply with the terms of a Compliance Notification Memo. f. The employee is subject to follow-up testing as directed by EAP. A minimum of six (6) unannounced tests per year will be conducted for three (3) years of active payroll status following return to work.
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Procedure Following a Positive Test Result. 30 31 a. An employee will not be removed from continuous pay status 32 because of a drug or alcohol test result until the Medical Review 33 Officer or the Breath Alcohol Technician verifies the test result. 34 35 b. As part of the verification process, the MRO will attempt, in accordance 36 with applicable regulations, to contact the employee to determine 37 whether an acceptable medical explanation for the confirmed positive 38 result exists. The MRO will review in confidence any information 39 provided by the employee. If the MRO determines there is an 40 acceptable medical explanation for the positive test result, the result 41 shall be reported as negative with a safety concern. Medical personnel 42 will evaluate the employee based on the MRO concern to ensure they 45 will treat this as a negative result. 47 c. After verification of a positive test result, the employee shall be given 48 24 hours to contact the EAP for an appointment so that an EAP 49 assessment can be made. An appointment for an EAP assessment 50 will be made. Failure to keep the appointment without an acceptable 51 excuse will result in discharge from employment. The employee may 52 be returned to work after an EAP evaluation is made and negative 53 return to duty drug and alcohol test results have been received. 55 56
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Procedure Following a Positive Test Result. 1. Upon receipt of notification of a positive test result, the Police Chief or his/her representative shall notify the affected employee, who will be referred to the Substance Abuse Professional (SAP) and will not return to work until released by the Medical Review Officer (MRO). The employee may choose to use any accumulated benefit time for this absence from work. The employee will exhaust paid leave in the following order: vacation, personal, holiday and compensatory time. After these leave banks are exhausted, an employee may use accrued sick leave or be placed on leave without pay. 2. In the first instance that an employee tests positive on the confirmatory test for drugs or alcohol, the employee must comply with the MRO’s treatment plan, whereby the employee agrees to: i. Undergo and complete appropriate treatment as determined by the SAP; and ii. Discontinue use of illegal drugs or abuse of alcohol; and iii. After returning to work, the employee is obligated to complete the aftercare and follow-up testing program required by the SAP. 3. Employees who do not agree to or who do not act in accordance with the foregoing, or who test positive a second or subsequent time shall be subject to discipline, up to including discharge. If the employee meets all the requirements imposed by the SAP, the City may discipline the employee but not discharge the employee. Any employee who fails an alcohol or drug test (other than a progress test taken during the initial treatment period while the employee is not working) more than once in any ten year period shall be discharged. This Section shall in no way limit discipline for other offenses arising out of, related to or aggravated by alcohol or drug abuse (such as possession of illegal drugs). In cases of misconduct arising out of, related to, or aggravated by alcohol or drug abuse, the discipline imposed shall be based upon the extent, severity, and/or consequences of the misconduct (including whether such misconduct is a violation of public law).
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Related to Procedure Following a Positive Test 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.

  • Follow-up Testing An employee shall submit to unscheduled follow-up drug and/or alcohol testing if, within the previous 24-month period, the employee voluntarily disclosed drug or alcohol problems, entered into or completed a rehabilitation program for drug or alcohol abuse, failed or refused a preappointment drug test, or was disciplined for violating the provisions of this Agreement and Employer work rules. The Employer may require an employee who is subject to follow-up testing to submit to no more than six unscheduled drug or alcohol tests within any 12 month period.

  • Production definitively discontinued 10.1. If the holder of the approval completely ceases to manufacture a vehicle type approved in accordance with this Regulation, he shall so inform the authority which granted the approval. Upon receiving the relevant communication that authority shall inform thereof the other Parties to the 1958 Agreement applying this Regulation by means of a communication form conforming to the model in Annex 1 to this Regulation.

  • Venue Limitation for TIPS Sales Vendor agrees that if any "Venue" provision is included in any TIPS Sale Agreement/contract between Vendor and a TIPS Member, that clause must provide that the "Venue" for any litigation or alternative dispute resolution shall be in the state and county where the TIPS Member operates unless the TIPS Member expressly agrees otherwise. Any TIPS Sale Supplemental Agreement containing a “Venue” clause that conflicts with these terms is rendered void and unenforceable.