Refusal to Undergo Testing Sample Clauses

Refusal to Undergo Testing. A. Right to Refuse - Employees have the right to refuse to undergo drug and alcohol testing. If an employee refuses to undergo drug or alcohol testing requested or required by the Employer, no such test shall be given. B. Consequences of Refusal - If any employee refuses to undergo drug or alcohol testing requested or required by the Employer, the Employer may subject the employee to disciplinary action up to and including discharge from employment. C. Refusal on Religious Grounds - No employee who refuses to undergo drug or alcohol testing of a blood sample upon religious grounds shall be deemed to have refused unless the employee also refuses to undergo alternative drug or alcohol testing methods. D. Failure to Provide a Valid Sample with a Certified Result – Includes but is not limited to: 1) failing to provide a valid sample that can be used to detect the presence of drugs and alcohol or their metabolites; 2) providing false information in connection with a test; 3) attempting to falsify test results through tampering, contamination, adulteration, or substitution; 4) failing to provide a specimen without a legitimate medical explanation; and 5) demonstrating behavior which is obstructive, uncooperative, or verbally offensive, and which results in the inability to conduct the test.

Refusal to Undergo Testing. If a. An Employee or applicant has the right to refuse to undergo drug and alcohol testing. an employee or applicant refuses to undergo drug or alcohol testing requested or required by the Employer, no such test shall be given. If b. Consequences or Refusal: Ifan Employee refuses to undergo drug or alcohol testing requested or required by the Employer, the Employee shall be discharged from employment on grounds of insubordination. an applicant refuses to undergo drug or alcohol testing requested or required by the Employer, the conditional job offer will be withdrawn. c. Refusal on Religious Grounds: An Employee or applicant who refuses to undergo drug or alcohol testing of a blood sample based on religious grounds shall not be deemed to have refused if the Employee or applicant submits to a urine sample. However, if the Employee or applicant also refuses to undergo drug or alcohol testing of a urine sample, the Employee or applicant shall be deemed to have refused to submit to drug or alcohol testing and shall be subject to the provisions of section a and b above.

Refusal to Undergo Testing. Where an employee refuses to undergo testing, attend for assessment or participate in rehabilitation programme, the disciplinary consequences and procedures followed shall be explained to the employee, and the request repeated. Further refusal shall be treated as a positive result and the employee shall not be permitted to return to work until tested clear, this would also result in the application of the Company’s disciplinary procedures for failure to comply with a lawful instruction.

Refusal to Undergo Testing. Right to Refuse - Employees have the right to refuse to undergo drug and alcohol testing. If an employee refuses to undergo drug or alcohol testing requested or required by the Employer, no such test shall be given. Consequences of Refusal - If any employee refuses to undergo drug or alcohol testing requested or required by the Employer, the Employer may subject the employee to disciplinary action up to and including discharge from employment. Refusal on Religious Grounds - No employee who refuses to undergo drug or alcohol testing of a blood sample upon religious grounds shall be deemed to have refused unless the employee also refuses to undergo alternative drug or alcohol testing methods. Failure to Provide a Valid Sample with a Certified Result – Includes but is not limited to: 1) failing to provide a valid sample that can be used to detect the presence of drugs and alcohol or their metabolites;

Refusal to Undergo Testing