Common use of CONSEQUENCES OF POSITIVE TEST RESULTS Clause in Contracts

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For Reasonable Suspicion or Post-Accident, a Covered Employee shall be immediately removed from performing the employee’s job and shall be subject to disciplinary action and further follow-up as set forth in Exhibit A if any of the following takes place: The Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. b. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ respective MOU, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. c. All proposed disciplinary actions resulting from a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Notwithstanding the disciplinary matrix which applies to the violation of this Policy, the SFMTA may impose discipline based on the Covered Employee’s conduct, which may include consideration of whether the conduct at issue occurred while the employee was impaired by drugs or alcohol and/or whether the employee refused to test in addition to any discipline imposed under Exhibit A. d. In the event the SFMTA proposes disciplinary action, the notice of the proposed discipline shall contain copies of all available laboratory reports received by the SFMTA from its contractors or subcontractors. e. Employees may voluntarily consult with EAP for assistance.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For Reasonable Suspicion or Postpost-Accident, a Covered Employee shall be immediately removed from performing the employee’s job her or his Safety-Sensitive Function(s) and shall be subject to disciplinary action and further follow-up as set forth in Exhibit A if any of the following takes place: The the Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report reports is an Adulterated or Substituted Specimen. b. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ respective MOU, MOU provided, however, that such an appeal a grievance must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. c. All proposed disciplinary actions resulting from a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Notwithstanding the disciplinary matrix which applies to the violation of this Policy, the SFMTA City may impose discipline based on the Covered Employee’s conduct, which may include consideration of whether the conduct at issue occurred while the employee was impaired by drugs or alcohol and/or whether the employee refused to test in addition to any discipline imposed under Exhibit A. d. In the event the SFMTA City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all available laboratory reports received by and any other supporting documentation which the SFMTA from its contractors or subcontractorsCity is relying on to support the proposed discipline. e. Employees may voluntarily consult with EAP for assistance.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For Reasonable Suspicion or Postpost-Accident, a Covered Employee shall be immediately removed from performing the employee’s job Safety-Sensitive Function(s) and shall be subject to disciplinary action and further follow-up as set forth in Exhibit A if any of the following takes place: The the Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report reports is an Adulterated or Substituted Specimen. b. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ respective MOU, MOU provided, however, that such an appeal a grievance must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. c. All proposed disciplinary actions resulting from a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Notwithstanding the disciplinary matrix which applies to the violation of this Policy, the SFMTA City may impose discipline based on the Covered Employee’s conduct, which may include consideration of whether the conduct at issue occurred while the employee was impaired by drugs or alcohol and/or whether the employee refused to test in addition to any discipline imposed under Exhibit A. d. In the event the SFMTA City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all available laboratory reports received by and any other supporting documentation which the SFMTA from its contractors or subcontractorsCity is relying on to support the proposed discipline. e. Employees may voluntarily consult with EAP for assistance.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For Reasonable Suspicion or Post-Accident, a Covered Employee shall be immediately removed from performing the employee’s job and shall be subject to disciplinary action and further follow-up as set forth in Exhibit A if any of the following takes place: The Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. b. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ respective MOU, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. c. All proposed disciplinary actions resulting from a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Notwithstanding the disciplinary matrix which applies to the violation of this Policy, the SFMTA City may impose discipline based on the Covered Employee’s conduct, which may include consideration of whether the conduct at issue occurred while the employee was impaired by drugs or alcohol and/or whether the employee refused to test in addition to any discipline imposed under Exhibit A. d. In the event the SFMTA City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all available laboratory reports received by the SFMTA City from its contractors or subcontractors. e. Employees may voluntarily consult with EAP for assistance.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For Reasonable Suspicion or Post-Accident, a Covered Employee shall be immediately removed from performing the employee’s her or his job and shall be subject to disciplinary action and further follow-up as set forth in Exhibit A if any of the following takes place: The Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. b. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ respective MOU, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. c. All proposed disciplinary actions resulting from a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Notwithstanding the disciplinary matrix which applies to the violation of this Policy, the SFMTA City may impose discipline based on the Covered Employee’s conduct, which may include consideration of whether the conduct at issue occurred while the employee was impaired by drugs or alcohol and/or whether the employee refused to test in addition to any discipline imposed under Exhibit A. d. In the event the SFMTA City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all available laboratory reports received by the SFMTA City from its contractors or subcontractors. e. Employees may voluntarily consult with EAP for assistance.

CONSEQUENCES OF POSITIVE TEST RESULTS. a. For Reasonable Suspicion or Post-Accident, a Covered Employee shall be immediately removed from performing the employee’s job and shall be subject to disciplinary action and further follow-up as set forth in Exhibit A if any of the following takes place: The Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. b. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ respective MOU, provided, however, that such an appeal must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. c. All proposed disciplinary actions resulting from a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit Exhibit A. Notwithstanding the disciplinary matrix which applies to the violation of this Policy, the SFMTA may impose discipline based on the Covered Employee’s conduct, which may include consideration of whether the conduct at issue occurred while the employee was impaired by drugs or alcohol and/or whether the employee refused to test in addition to any discipline imposed under Exhibit A. d. In the event the SFMTA proposes disciplinary action, the notice of the proposed discipline shall contain copies of all available laboratory reports received by the SFMTA from its contractors or subcontractors. e. Employees may voluntarily consult with EAP for assistance.