DISCIPLINE/EMPLOYEE STATUS Sample Clauses

DISCIPLINE/EMPLOYEE STATUS. 10 10.1 If a negative test result is reported, the Director of Human Resources or 11 designee shall inform employee of results and shall meet with the employee and 12 his/hertheir supervisor to discuss behavioral issues that led to reasonable suspicion of 13 drug/alcohol use and/or corrective actions to be taken. 15 10.2 If a test result with a detectable level is reported and confirmed; the 16 Director of Human Resources shall: 17 10.2.1 Inform employee of test results and give employee reasonable 18 opportunity to meet privately with the Medical Review Officer to explain or rebut test 19 results. 21 10.2.2 If employee accepts offer to meet with Medical Review Officer, 22 the meeting will be set up as soon as possible. The employee will not be allowed to 23 return to work until meeting and results of meeting have been reviewed. 25 10.2.3 After meeting with employee and reviewing test results, the 26 MRO shall determine if there is a legitimate reason for a test result with a detectable 27 level. Such a result will be reported to the Hospital as negative. The Medical Review 28 Officer shall provide, if appropriate, release or restriction on work if drug is being taken 29 for a legitimate medical reason to the Director of Human Resources. The Medical 30 Review Officer shall consult with the Director of Human Resources on conditions for 31 return to work if appropriate.
Sample 1
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DISCIPLINE/EMPLOYEE STATUS. 10.1 If a negative test result is reported, the Director of Human Resources or designee shall inform employee of results and shall meet with the employee and his/her supervisor to discuss behavioral issues that led to reasonable suspicion of drug/alcohol use and/or corrective actions to be taken. 10.2 If a test result with a detectable level is reported and confirmed; the Director of Human Resources shall: 10.2.1 Inform employee of test results and give employee reasonable opportunity to meet privately with the Medical Review Officer to explain or rebut test results. 10.2.2 If employee accepts offer to meet with Medical Review Officer, the meeting will be set up as soon as possible. The employee will not be allowed to return to work until meeting and results of meeting have been reviewed.
Sample 1
DISCIPLINE/EMPLOYEE STATUS. 14 10.1 If a negative test result is reported, the Director of Human Resources or 15 designee shall inform employee of results and shall meet with the employee and his/her 16 supervisor to discuss behavioral issues that led to reasonable suspicion of drug/alcohol 17 use and/or corrective actions to be taken. 19 10.2 If a test result with a detectable level is reported and confirmed; the 20 Director of Human Resources shall: 21 10.2.1 Inform employee of test results and give employee reasonable 22 opportunity to meet privately with the Medical Review Officer to explain or rebut test 23 results. 25 10.2.2 If employee accepts offer to meet with Medical Review Officer, 26 the meeting will be set up as soon as possible. The employee will not be allowed to 27 return to work until meeting and results of meeting have been reviewed. 29 10.2.3 After meeting with employee and reviewing test results, the Date Accepted Accepted by ONA / / 30 MRO shall determine if there is a legitimate reason for a test result with a detectable ONA  St. Xxxxxxx Hospital Date of Proposal: / / 1 level. Such a result will be reported to the Hospital as negative. The Medical Review 2 Officer shall provide, if appropriate, release or restriction on work if drug is being taken 3 for a legitimate medical reason to the Director of Human Resources. The Medical
Sample 1

Related to DISCIPLINE/EMPLOYEE STATUS

  • Employee Status For purposes of determining the applicability of Section 422 of the Code (relating to Incentive Stock Options), or in the event that the terms of any Grant provide that it may be exercised only during employment or within a specified period of time after termination of employment, the Committee may decide to what extent leaves of absence for governmental or military service, illness, temporary Disability, or other reasons shall not be deemed interruptions of continuous employment.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Restriction of Employee Status The status of all employees covered by this Agreement shall be defined under one of the preceding three (3) definitions. If a dispute arises over the proper allocation of employee status, such dispute shall be resolved through Article 9.04

  • DEFINITION OF EMPLOYEE STATUS 8.01 The status of all employees covered by this agreement shall be defined under one of the following three definitions.

  • Pre-Employment Testing Nothing in this Contract shall limit the right of the City to conduct any tests it may deem appropriate for persons seeking employment prior to their date of hire. The parties agree that the Lodge has no role or responsibility with regard to any such pre-employment testing.

  • Re-employment An employee who resigns their position and within 90 days is re-employed, will be granted a leave of absence without pay covering those days absent and will retain all previous rights in relation to seniority and benefits subject to any benefit plan eligibility requirements.

  • Casual Employment 24.1 A casual Employee is an Employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged on a casual basis, they will be supplied in writing that the engagement is to be as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 24.2 A casual Employee shall be entitled to all of the applicable rates and conditions of employment prescribed by this Agreement except annual leave, personal leave, and payment for public holidays on which no work is performed. A casual Employee is entitled to unpaid bereavement leave, domestic violence leave and unpaid career’s leave. 24.3 Except on Saturdays and Sundays, on each occasion a casual Employee is required to attend work, the Employee shall be entitled to payment for a minimum of eight (8) hours work (with 0.8 of an hour on each of these days accruing toward an RDO) plus the relevant fares and travel allowance prescribed by clause 0 below. On Saturdays and Sundays, a casual Employee is entitled to payment for a minimum of four (4) hours, plus the relevant fares and travel allowance prescribed by clause 0 below. 24.4 A casual Employee for working ordinary time shall be paid 125% of the hourly rate prescribed in APPENDIX 1 for the Employee's classification. 24.5 A casual Employee required to work overtime, or weekend work shall be entitled to the relevant penalty rates prescribed in this Agreement: (a) where the relevant penalty rate is time and a half, the Employee shall be paid 175% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification (b) where the relevant penalty rate is double time, the Employee shall be paid 225% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification; and (c) where the relevant penalty is a public holiday, the Employee shall be paid 275% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification. 24.6 For the purposes of clarity, the applicable contributions to BUSSQ, XXXX, CIPQ and BEWT or other funds nominated herein, must be made by the Employer in respect of casual Employees. A casual Employee shall also be entitled to receive, in addition to their casual rate, penalty payments for Overtime, work performed on weekends, work performed on public holidays and RDOs, Domestic Violence leave and unpaid cultural leave. 24.7 Termination of all casual engagements shall require one hour's notice by either the Employer or Employee, or the payment or forfeiture of one hour's pay, as the case may be. This clause will not reduce the entitlements of injured Employees.

  • Subsequent Employment Those teachers whose employment commences after the start of the school year shall pay a pro-rated amount equal to the percentage of the remaining school year.

  • Probationary Employee The term "probationary employee" as used in this Agreement refers to a full-time bargaining unit employee who has received a probationary appointment and is serving a period of probation.

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