CONSEQUENCES OF A POSITIVE TEST. An employee tested under a “reasonable suspicion” drug test and who tests positive for use of drugs as defined in Section 3(B) may be subject to immediate termination. However, any employee testing positive for the first time shall be allowed to enter a recognized certified rehabilitation program, in-state or out-of-state, in lieu of discipline with the full support and encouragement of the Commonwealth. An employee must provide documentation to the Department Head or his/her designee regarding entry into and successful completion of a drug rehabilitation program. Such documentation will indicate that the rehabilitation program is a certified, recognized program by the Massachusetts Department of Public Health. In addition, the employee shall provide the Department Head or his/her designee with proof of successful completion of said Rehabilitation program. The employee entering a Rehabilitation Program will sign the Rehabilitation Agreement with the Department (provided in Appendix DT-Article 30A) and abide by its terms and conditions. An employee’s seniority will not be interrupted by any in-patient or out-patient participation in a rehabilitation program as provided in this Article. The employee must successfully complete the rehabilitation program before returning to duty except as provided in Section 4F of this Article. Before being re-instated to duty the employee shall meet with the Department Head or his/her designee to discuss the Rehabilitation Program and its completion and to discuss assignment options. Such meeting(s) will be designed to assist the employee’s re-entry into the workplace. During any out-patient period of such rehabilitation program, an employee can continue to utilize accrued sick, vacation or other leave credits otherwise available to him/her by the Association-Employer Collective Bargaining Agreement to maintain compensation status. Regular compensation pursuant to the provisions of such Collective Bargaining Agreement shall not be received by an employee participating in an out-patient period of a rehabilitation program; provided, however, that if the Department Head or his/her designee receives from the rehabilitation program written communication advising that active work status is an affirmatively recommended component of the out-patient rehabilitation and that the employee is capable of that status, with full compensation as provided by the Association-Employer Collective Bargaining Agreement, and the Department Head or h...
CONSEQUENCES OF A POSITIVE TEST. The discipline for an employee, who tests positive for drugs, is set forth below:
CONSEQUENCES OF A POSITIVE TEST. Any test that indicates a positive presence of any prohibited drug may result in the initiation of the internal affairs/discipline process.
CONSEQUENCES OF A POSITIVE TEST. B6.1 In the event the MRO reports the test results positive, an employee who tests positive for any of the drugs or alcohol referred to in this Policy may be subject to discipline up to, and including, termination.
B6.2 Nothing in this Policy shall be construed to limit the City’s right to discipline/discharge a bargaining unit employee for engaging in serious criminal conduct, whether or not alcohol or drug-related.
B6.3 Nothing in this Policy shall be construed to limit or abridge any of the rights set forth in the collective bargaining agreement between the Association and the City and/or any rights provided by federal and state law.
CONSEQUENCES OF A POSITIVE TEST. In the event the MRO reports the test results positive, an employee who tests positive for any of the drugs or alcohol referred to in this Policy may be subject to discipline, up to and including termination.
CONSEQUENCES OF A POSITIVE TEST. Applicants for employment who test positive for drugs will not be hired.
CONSEQUENCES OF A POSITIVE TEST. If an employee’s alcohol concentration is 0.02 or more, but less than 0.039, the employee must be immediately removed from duty for at least 24 hours. If the employee’s alcohol concentration is
CONSEQUENCES OF A POSITIVE TEST. Refusal to Test Removal from Normal Duties Removal from Eligibility
CONSEQUENCES OF A POSITIVE TEST. 1. Applicants for employment who test positive for drugs or alcohol will not be hired.
2. Any employee who tests positive for alcohol at a level of 0.04 or higher or who tests positive for drugs will be removed from service and terminated, subject to the Collective Bargaining Agreement and Civil Service regulations.
3. If a driver tests positive for alcohol and the test result is between 0.02 and 0.04, the driver will be removed from driving or performing safety-sensitive duties for twenty-four (24) hours. Any further disciplinary action will be at the sole discretion of the District subject to subsequent testing.
CONSEQUENCES OF A POSITIVE TEST. 1. Initial Screening. If the initial result on the drug and alcohol screening is positive, the sample which was tested will automatically be subject to a confirmatory test. No employee will be discharged, disciplined, discriminated against, or requested or required to undergo rehabilitation solely on the basis of a positive result on an initial screening.
