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...
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
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.
Sample 1Sample 2
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,
Sample 1
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...
Sample 1
Challenges to Test Results. 1. The MRO will notify the employee of a positive test result at which time the employee will have the opportunity to provide the MRO any prescription drug information which may explain a positive result. It is the responsibility of the employee to provide the MRO this information in a timely manner. Failure of the employee to timely respond to the MRO will result in the MRO finalizing the test results and providing such results to the City. 2. Within five (5) working days after receipt of a confirmed positive test result from the MRO, the Risk Manager will notify the employee of the test result in writing or in person by providing them a copy of the positive test result received from the MRO. 3. Employees who receive a confirmed positive drug, alcohol or steroid test result and want to challenge the results must request a challenge to the test results with the MRO or their designee within five (5) working days of receiving notice of the positive test result. The challenge must be in writing, signed and dated by the employee who provided the specimen, and be filed with both the City’s Risk Manager and the MRO. The challenge request may be emailed to the Risk Manager and the MRO. An employee’s failure to timely submit a request challenging the results as required in this Section waives any challenge of the result(s). For Positive Drug, Alcohol and non-Testosterone Steroid Challenges: Upon receipt of a timely challenge of a positive test result(s) at the employee’s sole expense, the split specimen will be tested at a Department of Health and Human Services (DHHS) certified laboratory of the employee’s choosing. Such challenge must include the chain of custody specimen identification number. The employee is responsible for contacting the MRO to pay for the testing of the split specimen within five (5) working days of the challenge of the test results being received by the MRO. No specimen will be sent by the MRO for testing until the employee has paid any applicable specimen testing fees and has also advised the MRO which DHHS certified laboratory the split sample is to be sent for testing. Payment of the split specimen testing fees shall be made to the MRO via a cashier’s check or other payment methods accepted by the MRO.
Sample 1
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.
Sample 1
Challenges to Test Results 
Sample 1Sample 2Sample 3See All (5)
AutoNDA by SimpleDocs

Related to Challenges to Test Results

  • Drug Test Results Client certifies that it understands that various states impose requirements and/or restrictions on employers intending to obtain or use drug testing results.For example, Minnesota only allows employers to conduct drug testing in certain situations and further requires that certain notices be provided.Client certifies that it will comply with any and all legal requirements or restrictions pertaining to its acquisition or use of drug test results received fromSapphire Check.

  • 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.

  • 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 Xxx.Xxx will be responsible for testing and isolating troubles on the Loops. Xxx.Xxx 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, Xxx.Xxx will be required to provide the results of the Xxx.Xxx test which indicate a problem on the BellSouth provided Loop.

  • 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.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!