Common use of Consequences for Violating Standards of Conduct Clause in Contracts

Consequences for Violating Standards of Conduct. Following a determination that a covered employee has violated one or more of the standards of conduct relative to alcohol and controlled substances, the covered employee shall be: 1. Immediately removed from any duty which involves the performance of a safety-sensitive function. 2. Subject to disciplinary action up to and including discharge, subject to the standards of reasonable and just cause. 3. Advised of available resources (including an employee assistance program) for evaluating and resolving problems associated with the misuse of alcohol and use of controlled substances. This step shall include the provision of names, addresses, and telephone numbers of substance abuse professionals, and counseling and treatment programs. 4. Returned to duty involving the performance of a safety-sensitive function only if the covered employee’s conduct does not result in discharge and if the covered employee submits negative tests in compliance with the Omnibus Employee Testing Act of 1991 and its promulgated regulations. 5. Required to undergo return-to-duty testing as well as unannounced follow- up tests after the covered employee’s return to duty as directed by the substance abuse professional and in compliance with the Omnibus Employee Testing Act of 1991 and its promulgated regulations if in a safety-sensitive function. Subsequent positive tests will result in further disciplinary action, including the covered employee’s discharge, subject to the standards of reasonable and just cause.

Consequences for Violating Standards of Conduct. Following a determination that a covered employee has violated one or more of the standards of conduct relative to alcohol and controlled substances, the covered employee shall be: 1. Immediately removed from any duty which involves the performance of a safety-safety- sensitive function. 2. Subject to disciplinary action up to and including discharge, subject to the standards of reasonable and just cause. 3. Advised of available resources (including an employee assistance program) for evaluating and resolving problems associated with the misuse of alcohol and use of controlled substances. This step shall include the provision of names, addresses, and telephone numbers of substance abuse professionals, and counseling and treatment programs. 4. Returned to duty involving the performance of a safety-sensitive function only if the covered employee’s 's conduct does not result in discharge and if the covered employee submits negative tests in compliance with the Omnibus Employee Testing Act of 1991 and its promulgated regulations. 5. Required to undergo return-to-duty testing as well as unannounced follow- follow-up tests after the covered employee’s 's return to duty as directed by the substance abuse professional and in compliance with the Omnibus Employee Testing Act of 1991 and its promulgated regulations if in a safety-sensitive function. Subsequent positive tests will result in further disciplinary action, including the covered employee’s 's discharge, subject to the standards of reasonable and just cause.