Consequences of Positive Tests Sample Clauses

Consequences of Positive Tests. When an Agency receives notice of an employee’s positive test, the Agency will take one (1) or more of the following actions in addition to removing the employee from safety-sensitive functions.
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Consequences of Positive Tests. After an MRO review, when an agency receives notice of an employee's positive test, the Agency will take one (1) or more of the following actions in addition to removing the employee from safety sensitive functions:
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Consequences of Positive Tests. When a university/college receives notice of an employee's positive test, the university college will take one or more of the following actions in addition to removing the employee from safety- sensitive functions:
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Consequences of Positive Tests. When a university receives notice of an employee’s positive test, the university will take one or more of the following actions in addition to removing the employee from safety-sensitive functions: (A) If the test is a Random, Reasonable Suspicion, and/or a Pre-employment Test (1) Temporarily assign the employee to non-safety-sensitive functions; (2) Allow an employee to take accrued leave, or leave without pay, pursuant to the requirements of the Agreement if the university does not assign non-safety-sensitive functions; (3) Refer the employee to rehabilitation and last chance agreement; (4) Take disciplinary action pursuant to the requirements of the Agreement. (B) If the test is a Post-Accident, Follow-up, and/or Return-to-Duty Test (1) Refer employee to rehabilitation and last chance agreement; and/or (2) Take disciplinary action pursuant to the requirement of the Agreement.
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Consequences of Positive Tests. A student that tests positive for illegal drugs or alcohol shall not be subjected to a traditional academic punishment, including but not limited to, in-school or out of school suspension. Fur- thermore, the student will lose no academic course credit as a result of a positive test result. Lastly, Lincoln County Schools shall not notify law enforcement of any positive test results.
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Consequences of Positive Tests. When a university receives notice of an employee’s positive test, the university will take one or more of the following actions in addition to removing the employee from safety-sensitive functions: (A) If the test is a Random, Reasonable Suspicion, and/or a Pre-employment Test (1) Temporarily assign the employee to non-safety-sensitive functions; (2) Allow an employee to take accrued leave, or leave without pay, pursuant to the requirements of the Agreement if the university does not assign non-safety-sensitive functions; (3) Refer the employee to rehabilitation and last chance agreement; (4) Take disciplinary action pursuant to the requirements of the Agreement. In the case of pre-employment testing for promotions, demotions, or transfers where the employee is moving from a position that does not require a CDL to a position that requires a CDL, an additional option is to rescind the appointment. (B) If the test is a Post-Accident, Follow-up, and/or Return-to-Duty Test (1) Refer employee to rehabilitation and last chance agreement; and/or (2) Take disciplinary action pursuant to the requirement of the Agreement. This Agreement does not waive employee rights under CFR Part 382.505 as it applies to alcohol test results of 0.02 to 0.039. The parties acknowledge that the university, at its own discretion, may decide to offer a last chance agreement to an employee as an alternative to termination. However, nothing in this Article shall preclude the university from issuing a lesser form of discipline in conjunction with offering a last chance agreement. Last chance agreements will not include blood testing or additional follow-up testing not required by the certified substance abuse professional. The duration of a last chance agreement shall be for a period of five (5) years starting from the effective date of the last chance agreement. After the five-year period, the last chance agreement will be removed from an employee’s personnel file.
Sample 1
Consequences of Positive Tests. When a university receives notice of an employee’s positive test, the university will take one or more of the following actions in addition to removing the employee from safety-sensitive functions: (A) If the test is a Random, Reasonable Suspicion, and/or a Pre-employment Test (1) Temporarily assign the employee to non-safety-sensitive functions; (2) Allow an employee to take accrued leave, or leave without pay, pursuant to the requirements of the Agreement if the university does not assign non-safety-sensitive functions; (3) Refer the employee to rehabilitation and last chance agreement; (4) Take disciplinary action pursuant to the requirements of the Agreement. In the case of pre-employment testing for promotions, demotions, or transfers where the employee is moving from a position that does not require a CDL to a position that requires a CDL, an additional option is to rescind the appointment. (B) If the test is a Post-Accident, Follow-up, and/or Return-to-Duty Test (1) Refer employee to rehabilitation and last chance agreement; and/or (2) Take disciplinary action pursuant to the requirement of the Agreement. This Agreement does not waive employee rights under CFR Part 382.505 as it applies to
Sample 1
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Related to Consequences of Positive Tests

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