Common use of Employee Consequences and Responsibilities Clause in Contracts

Employee Consequences and Responsibilities. Federal rules prohibit an employee covered by this statute from refusing to submit to alcohol and controlled substance testing. A refusal, as defined in Federal regulations, to submit to such drug and alcohol testing shall be equivalent to testing positive. Employees who refuse to submit to such testing shall be subject to discipline up to and including termination. Employees selected and notified for testing must report to the collection site immediately: all of the employee’s actions after notification must lead to an immediate specimen collection. In no event shall an employee be allowed to return to work without submitting to such testing. An employee who has a verified positive drug or alcohol result will be placed on administrative leave pending the results of an evaluation by a Substance Abuse Professional (SAP). Such employee may be subject to discipline up to and including termination. An employee who fails to comply with the SAP recommendations or rehabilitative treatment, outpatient counseling, or a signed Return to Work Agreement, which has been completed by both parties shall be subject to discipline up to and including termination. An employee must enter into a Return to Work Agreement whenever they have a positive test result. The Return to Work Agreement is a statement of the circumstances by which the employee may maintain their employment with the CITY. Employees seeking treatment shall have the right to choose their treatment provider based on the needs identified in the medical recommendations. Employees who test at .02 or greater alcohol concentration levels but less than .04 shall be ordered off the worksite and placed on administrative leave for at least the remainder of their shift. Such an employee may not perform safety sensitive functions until a negative return to duty breath alcohol test is obtained per FMCSA or FTA guidelines.

Employee Consequences and Responsibilities. Federal rules prohibit an employee covered by this statute from refusing to submit to alcohol and controlled substance testing. A refusal, as defined in Federal regulations, to submit to such drug and alcohol testing shall be equivalent to testing positive. Employees who refuse to submit to such testing shall be subject to discipline up to and including termination. Employees selected and notified for testing must report to the collection site immediately: all of the employee’s actions after notification must lead to an immediate specimen collection. In no event shall an employee be allowed to return to work without submitting to such testing. An employee who has a verified positive drug or alcohol result will be placed on administrative leave pending the results of an evaluation by a Substance Abuse Professional (SAP). Such employee may be subject to discipline up to and including termination. An employee who fails to comply with the SAP recommendations or rehabilitative treatment, outpatient counseling, or a signed Return to Work Agreement, which has been completed by both parties shall be subject to discipline up to and including termination. An employee must enter into a Return to Work Agreement whenever they have he/she has a positive test result. The Return to Work Agreement is a statement of the circumstances by which the employee may maintain their employment with the CITY. Employees seeking treatment shall have the right to choose their treatment provider based on the needs identified in the medical recommendations. Employees who test at .02 or greater alcohol concentration levels but less than .04 shall be ordered off the worksite and placed on administrative leave for at least the remainder of their shift. Such an employee may not perform safety sensitive functions until a negative return to duty breath alcohol test is obtained per FMCSA or FTA guidelines.

Employee Consequences and Responsibilities. Federal rules prohibit an employee covered by this statute from refusing to submit to alcohol and controlled substance testing. A refusal, as defined in Federal regulations, to submit to such drug and alcohol testing shall be equivalent to testing positive. Employees who refuse to submit to such testing shall be subject to discipline up to and including termination. Employees selected and notified for testing must report to the collection site immediately: all of the employee’s actions after notification must lead to an immediate specimen collection. In no event shall an employee be allowed to return to work without submitting to such testing. An employee who has a verified positive drug or alcohol result will be placed on administrative leave pending the results of an evaluation by a Substance Abuse Professional (SAP). Such employee may be subject to discipline up to and including termination. An employee who fails to comply with the SAP recommendations or rehabilitative treatment, outpatient counseling, or a signed Return to Work Agreement, which has been completed by both parties shall be subject to discipline up to and including termination. An employee must enter into a Return to Work Agreement whenever they he/shethey have has a positive test result. The Return to Work Agreement is a statement of the circumstances by which the employee may maintain their employment with the CITY. Employees seeking treatment shall have the right to choose their treatment provider based on the needs identified in the medical recommendations. Employees who test at .02 or greater alcohol concentration levels but less than .04 shall be ordered off the worksite and placed on administrative leave for at least the remainder of their shift. Such an employee may not perform safety sensitive functions until a negative return to duty breath alcohol test is obtained per FMCSA or FTA guidelines.