Common use of Drug Test Results Clause in Contracts

Drug Test Results. If the test results are positive and the employee has not offered an explanation to the M.R.O. sufficient to cause the M.R.O. to consider the results negative, the Director of Human Resources, or the Director’s designee, shall be notified and the Director, or his designee, shall in turn contact the employee. The employee must then decide whether or not the employee wants the sample within the second container stored at the initial collection site to be tested. If the employee so requests, then the sample within the second container shall be tested by the Employer using a second certified laboratory, subject to the testing procedure set forth in Section 16.9 of this Article. If the employee does not request the testing of the sample within the second container after the sample within the first container tests positive or if the employee requests the testing of the sample within the second container and it is also tests positive for an illegal drug, rehabilitative or disciplinary action shall be taken. Should the results be a “dilute negative”, the employee shall be required to repeat the testing procedure within 24 hours; the result of the second test shall then become the test of record. Should the candidate decline to repeat the testing procedure because of a “dilute negative” result on the first test, such shall constitute a “refusal to submit to testing”, which shall result in appropriate disciplinary action. Should the results of the second test be “dilute negative”, the candidate shall be deemed to have successfully completed the testing process. Should a “dilute positive” result be received by the City on the first or second test, such shall be considered as a “verified positive test”, which shall result in appropriate disciplinary action.

Drug Test Results. If the test results are positive and the employee member has not offered an explanation to the M.R.O. sufficient to cause the M.R.O. to consider the results negative, the Director of Human Resources, or the Director’s in his absence, his designee, shall be notified and the Director, or his designee, Director shall in turn contact the employeemember. The employee member must then decide whether or not the employee wants he or she wishes the sample within the second container stored at the initial collection site to be tested. If the employee member so requests, then the sample within the second container shall be tested by the Employer using a second certified laboratory, subject to the testing procedure set forth in Section 16.9 18.8 of this Article. If the employee member does not request the testing of the sample within the second container after the sample within the first container tests positive or if the employee member requests the testing of the sample within the second container and it is also tests positive for an illegal drug, rehabilitative or disciplinary action shall be taken. Should the results be a “dilute negative”, the employee member shall be required to repeat the testing procedure within 24 hours; the result of the second test shall then become the test of record. Should the candidate decline to repeat the testing procedure because of a “dilute negative” result on the first test, such shall constitute a “refusal to submit to testing”, which shall result in appropriate disciplinary action. Should the results of the second test be “dilute negative”, the candidate shall be deemed to have successfully completed the testing process. Should a “dilute positive” result be received by the City on the first or second test, such shall be considered as a “verified positive test”, which shall result in appropriate disciplinary action.

Drug Test Results. If the test results are positive and the employee member has not offered an explanation to the M.R.O. sufficient to cause the M.R.O. to consider the results negative, the Director of Human Resources, or the Director’s in their absence, their designee, shall be notified and the Director, or his designee, Director shall in turn contact the employeemember. The employee member must then decide whether or not the employee wants they wish the sample within the second container stored at the initial collection site to be tested. If the employee member so requests, then the sample within the second container shall be tested by the Employer using a second certified laboratory, subject to the testing procedure set forth in Section 16.9 18.8 of this Article. If the employee member does not request the testing of the sample within the second container after the sample within the first container tests positive or if the employee member requests the testing of the sample within the second container and it is also tests positive for an illegal drug, rehabilitative or disciplinary action shall be taken. Should the results be a “dilute negative”, the employee member shall be required to repeat the testing procedure within 24 hours; the result of the second test shall then become the test of record. Should the candidate decline to repeat the testing procedure because of a “dilute negative” result on the first test, such shall constitute a “refusal to submit to testing”, which shall result in appropriate disciplinary action. Should the results of the second test be “dilute negative”, the candidate shall be deemed to have successfully completed the testing process. Should a “dilute positive” result be received by the City on the first or second test, such shall be considered as a “verified positive test”, which shall result in appropriate disciplinary action.