Common use of CONSEQUENCES OF POSITIVE TEST RESULTS Clause in Contracts

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. The covered employee: 1) Is confirmed to have tested positive for alcohol or drugs; 2) Refuses to be tested; or 3) Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing their safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. The covered employee: 1) Is confirmed to have tested positive for alcohol or drugs; 2) Refuses to be tested; or 3) Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing the safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. : The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. b. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. c. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing her or his safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. : The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. b. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, Understanding provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. c. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing her or his safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. The covered employee: 1) Is confirmed to have tested positive for alcohol or drugs; 2) Refuses to be tested; or 3) Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing the employee’s safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of UnderstandingUnderstanding (“MOU”), provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing her or his safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. : The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. b. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. c. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing performingthe safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. : The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. b. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, Understanding provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. c. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing her or his safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of UnderstandingUnderstanding (“MOU”), provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For reasonable cause/suspicion or post-accident, a covered employee shall be immediately removed from performing the safety-sensitive functions and shall be subject to disciplinary action if any of the following takes place: b. : The covered employee: 1) . Is confirmed to have tested positive for alcohol or drugs; 2) . Refuses to be tested; or 3) . Has submitted a specimen for which an approved testing laboratory reports the existence of an “adulterant”, interfering substance, masking agent or the sample is identified as a substituted specimen (as defined herein). c. b. If the Union disagrees with the proposed disciplinary action, it may utilize the grievance procedure as set forth in the parties’ Memorandum of Understanding, Understanding provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. d. c. All proposed disciplinary actions resulting from Consequences of Positive Drug/Alcohol Test(s) shall be administered pursuant to the disciplinary matrix contained herein.