Challenges to Test Results Sample Clauses

Challenges to Test Results. Within five (5) working days after receiving notice of a positive confirmed test result, the employee or applicant may contest or explain the result to a Medical Review Officer. If the explanation or challenge of the positive test results is unsatisfactory to the Medical Review Officer, the Medical Review Officer shall report a positive test result back to the Town of Orange Park. Within five (5) working days after receipt of a positive confirmed test from the Medical Review Officer, the Town of Orange Park will inform the employee or job applicant in writing of such positive test result, the consequences of such results, and the options available to the employee or job applicant. Within five (5) working days after receiving notice of a positive confirmed test result, the employee or applicant may submit information to the Town of Orange Park explaining or contesting the test result, and explaining why the result does not constitute a violation of the Town of Orange Park's Policy. If an employee's or job applicant's explanation or challenge of the test result is unsatisfactory to the Town of Orange Park within fifteen (15) calendar days of receipt of the explanation or challenge, a written explanation as to why the employee's explanation is unsatisfactory, along with the report of positive results, will be provided to the employee or applicant. All such documentation will be kept confidential by the Town of Orange Park. If an employee was tested as a result of an on-the-job injury, that employee may undertake an administrative challenge to a positive test result by filing a claim for benefits with a Judge of Compensation Claims. If no workplace injury has occurred, the individual must challenge the test result in a court of competent jurisdiction. The doctrine of election of remedies shall apply to challenges filed pursuant to this Policy. Should an employee elect to pursue an alternative remedy available to him, including the filing of a grievance, appeal or proceeding pursuant to the collective bargaining agreement, or to any other administrative proceeding allowed by law, the filing of any such grievance, appeal or proceeding shall operate as a waiver of the employee's rights to file a grievance, appeal or proceeding and avail himself of the proceedings available under this Policy. Should an appeal, grievance, or proceeding be filed pursuant to an alternative remedy, before or after proceedings under this Policy have been completed, the filing of any su...
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Challenges to Test Results. 1. Within five (5) business days after receipt of the positive confirmed test result from the MRO, Palm Beach County shall inform the employee, in writing via certified letter sent to the employees last known address, of the positive confirmed test result and the employee’s right to explain or contest the test results. The employee must be allowed at least up to five (5) business days to submit information to Palm Beach County explaining the test results prior to the final decision by Palm Beach County.
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Challenges to Test Results. 1. After receipt by the City of a positive confirmed test result from the MRO, the City must notify the employee in writing of its final decision, which is subject to Article 32,
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Challenges to Test Results. Within five (5) working days after receiving written notice of a positive confirmed test result, the employee or candidate may contest or explain the result to a MRO. If the explanation or challenge of the positive test result is unsatisfactory to the MRO, the MRO shall report a positive test result back to County. Within five (5) working days after receipt of a positive confirmed test from the MRO, Charlotte County will inform the employee or candidate in writing or by telephone, of such positive test result, the consequences of such results, and the options available to the employee or candidate. Within five (5) working days after receiving notice of a positive confirmed test result, the employee or candidate may submit information to Charlotte County explaining or contesting the test result, and explaining why the result does not constitute a violation of Charlotte County's Drug Free Workplace Policy. If an employee's or candidate's explanation or challenge of the test result is unsatisfactory to Charlotte County, then within fifteen (15) days of receipt of the explanation or challenge, a written response as to why the employee's explanation is unsatisfactory, along with the report of positive results, will be provided to the employee or candidate. Charlotte County will keep all such documentation confidential. An employee or the Union may challenge the testing procedures, test results, and/or consequential action taken by the County through the grievance process. The grievance process may begin as soon as the County notifies the employee in writing of the County’s final decision regarding the tested employee. If an employee was tested as a result of an on-the-job injury, that employee may undertake an administrative challenge to a positive test result by filing a claim for benefits with a Judge of Compensation Claims. If no workplace injury has occurred, the individual may challenge the test result in a court of competent jurisdiction. The doctrine of election of remedies shall apply to challenges filed pursuant to this Policy. Should an employee elect to pursue an available, alternative remedy available to him, including the filing of a proceeding allowed by law, the filing of any such proceeding shall operate as a waiver of the employee's rights to avail himself self of the proceedings available under this Policy. Should a proceeding be filed pursuant to an alternative remedy, before or after proceedings under this Policy have been completed, the fil...
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Challenges to Test Results. A. An employee may challenge a positive test result through an administrative challenge or resort to an applicable court. When an employee undertakes a challenge to the results of a test it shall be the employee's responsibility to notify the laboratory, and the sample shall be retained by the laboratory until the case is resolved. Employees are responsible for notifying the laboratory of any administrative or civil action brought pursuant to Florida’s Workers' Compensation Act.
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Challenges to Test Results 
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Related to Challenges to Test Results

  • Drug Test Results 1. All records pertaining to department-required drug tests shall remain confidential, and shall not be provided to other employers or agencies without the written permission of the person whose records are sought. However, medical, administrative, and immediate supervisory personnel may have access to relevant portions of the records as necessary to insure the acceptable performance of the officer's job duties.

  • Test Results The employer, upon request from an employee or former employee, will provide the confidential written report issued pursuant to 4.9 of the Canadian Model in respect to that employee or former employee.

  • 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.

  • Positive Test Result Where there has been a positive test result in a confirmatory test and in any confirmatory retest (if the employee requested one), the Employer will do the following unless the employee has furnished a legitimate medical reason for the positive test result:

  • Evaluation Results A. Evaluation results shall be used:

  • Audit Results If an audit by a Party determines that an overpayment or an underpayment has occurred, a notice of such overpayment or underpayment shall be given to the other Party together with those records from the audit which support such determination.

  • Problem Solving Employees and supervisors are encouraged to attempt to resolve on an informal basis, at the earliest opportunity, a problem that could lead to a grievance. If the matter is not resolved by informal discussion, or a problem-solving meeting does not occur, it may be settled in accordance with the grievance procedure. Unless mutually agreed between the Employer and the Union problem-solving discussions shall not extend the deadlines for filing a grievance. The Union Xxxxxxx or in their absence, the Local Union President, or Area Xxxxxxx, or Chief Xxxxxxx, either with the employee or alone, shall present to the appropriate supervisor a written request for a meeting. If the supervisor agrees to a problem- solving meeting, this meeting shall be held within fourteen (14) calendar days of receipt of the request. The supervisor, employee, Union Xxxxxxx, and up to one (1) other management person shall attempt to resolve the problem through direct and forthright communication. If another member of management is present that person will not be hearing the grievance at Step Two, should it progress to that Step. The employee, the Union Xxxxxxx or in their absence, the Local Union President, or Area Xxxxxxx, or Chief Xxxxxxx, may participate in problem-solving activities on paid time, in accordance with Article 31, Union Rights, Section 1H.

  • Loop Testing/Trouble Reporting 2.1.6.1 Think 12 will be responsible for testing and isolating troubles on the Loops. Think 12 must test and isolate trouble to the BellSouth portion of a designed/non- designed unbundled Loop (e.g., UVL-SL2, UCL-D, UVL-SL1, UCL-ND, etc.) before reporting repair to the UNE Customer Wholesale Interconnection Network Services (CWINS) Center. Upon request from BellSouth at the time of the trouble report, Think 12 will be required to provide the results of the Think 12 test which indicate a problem on the BellSouth provided Loop.

  • Mediation Results Any agreements resulting from mediation shall be memorialized in writing. The results of the mediation shall not be final or binding unless otherwise agreed to in writing by the parties. Mediators shall not be subject to any subpoena or liability, and their actions shall not be subject to discovery.

  • Random Testing Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.6 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of random testing in accordance with the Grievance Procedure set out in this Collective Agreement.

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