Consequences of A Positive Alcohol Test. In the case of a first time “positive” result on an alcohol test, without evidence of use or possession during scheduled hours, including breaks, meal periods, and when there has not been a prior positive drug test, the Company may remove the employee from service without pay and require the employee to immediately report to the Company designated Employee Assistance Program for assessment and counseling. In cases where the employee is referred to the EAP, the EAP will assess the employee and recommend to the Company whether to refer him/her to a recovery program. If the EAP recommends referral to a recovery program, and the Company concurs, the employee will be referred to said program. Where the EAP recommends referral to a recovery program, the Company will not unreasonably withhold its consent to such a referral. The EAP staff will notify management when the employee is able to return to work following alcohol treatment or is not cooperating with the treatment and follow-up process. Employees will be allowed to return to their positions only pursuant to the terms set forth under subsection 8(D) below. Until documentation acceptable to management is provided, the Company may, but shall have no obligation to, provide a work assignment. Where an employee with a prior “positive” drug test subsequently tests “positive” for alcohol, the Company’s standard policy is to discharge the employee. It is understood that the Company, in its sole discretion, may choose to take other action where special circumstances are present.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
