Employee Requested Testing Sample Clauses

Employee Requested Testing. Any safety-sensitive employee who questions the result of a required controlled substance test under Department of Transportation guidelines may request that an additional test be conducted. This additional test may be conducted at the same laboratory or at a different DHHS certified laboratory. The test must be conducted on the split sample that was provided at the same time as the original sample. All costs for such testing are to be paid by the employee unless the second sample test invalidated the original test. The method of collecting, storing, and testing the split sample will be consistent with the procedures set forth in the Department of Transportation guidelines. The safety-sensitive employee’s request for a re-test must be made to the Medical Review Officer (MRO) within 72 hours of notice of the initial test result. Requests after 72 hours will only be accepted if the delay was due to documentable facts that were beyond the control of the employee.
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Employee Requested Testing. Any safety-sensitive employee who questions the results of a required drug test under paragraphs 6.1 through 6.5 of this policy may request that an additional test be conducted. This test must be conducted at a different testing DHHS-certified laboratory. The test must be conducted on the split sample that was provided at the same time as the original sample. All costs for such testing are paid by the employee unless the result of the split sample test is negative. The method of collecting, storing, and testing the split sample will be consistent with the procedures set forth in 49 CFR Part 40, as amended. The employee's request for a split sample test must be made to the MRO within 72 hours of notice of the initial test result. Requests after 72 hours will only be accepted if the delay was due to documentable facts that were beyond the control of the employee.
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Employee Requested Testing. Any employee who questions the results of a required drug test under the terms of this policy may request that a second, additional test be conducted. This test must be conducted at a different Department of Health and Human Services (HHS)-certified laboratory selected by the Board. The test must be conducted on the split sample that was provided at the same time as the original sample test. All costs for such testing are paid by the employee unless the second sample invalidates the original test. The request must be made in writing, with a copy to the Board, within 72 hours of the time the split sample was given.
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Employee Requested Testing. Any employee who questions the results of a required drug test under the terms of this policy may request that a second, additional test be conducted. This test must be conducted at a different Department of Health and Human Services (HHS)-certified laboratory selected by the Board. The test must be conducted on the split sample that was provided at the same time as the original sample test. All costs for such testing are paid by the employee unless the second sample invalidates the original test. The request must be made in writing, with a copy to the Board, within 72 hours of the time the split sample was given. A. Release of Individual Test Results 1. The Board is prohibited from releasing individual test results of drug and/or alcohol testing or medical information about an employee without the employee’s specific written consent. 2. Specific written consent means a statement signed by the employee that he or she agrees to the release of the particular piece of information to a particular, explicitly identified person or organization at a particular time. “Blanket release” are prohibited. All releases shall be in compliance with the Health Insurance Portability and Accountability Act, 45 C.F.R. Parts 160, 164 (“HIPPAA”). B. Information Release and Legal Proceedings 1. In response to a lawful subpoena and/or an order from a court of competent jurisdiction, the Board may release information pertaining to an employees’ drug and alcohol test without the employee’s consent. (49 C.F.R. Section 40.323) 2. The Board must immediately notify the employee in writing of any information released under this section.
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Employee Requested Testing. If the confirmation screen results are positive, Employees may request an additional screening, beyond the confirmation screening but such request shall be made within seventy-two (72) hours. The additional screening shall be conducted by an SAMHSA approved alternate laboratory. Employees will be responsible for the cost of any additional screenings. For chain of custody purposes, the sample will be transferred directly from the Medical Provider to the alternate laboratory, and the alternative laboratory will complete the Chain of Custody form. If the confirmation screen results are positive, the Medical Provider will retain the sample for at least one (1) year to allow for additional screenings, and Employee appeals.
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Employee Requested Testing. Any Chillicothe Police Department employee may request a split sample test be conducted when selected for testing. This test must be conducted at a DHHS certified laboratory different from the laboratory selected by the City of Chillicothe. The test must be conducted on a Split Sample that was provided at the same time as the original sample submitted to the testing laboratory and all costs for such testing shall be paid by the employee. If a second test is requested on the specimen (split sample) the lab is required to test the split specimen for adulterants if the presence of drug/metabolites cannot be detected; the first lab must also test the primary specimens for adulterants.
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Employee Requested Testing. Any employee who questions the result of a required controlled substance test under this policy may request that an additional test be conducted. This additional test may be conducted at the same laboratory or at a different certified laboratory. The tests must be conducted on the split sample that was provided at the same time as the original sample. All costs for such testing are to be paid by the employee. The method of collecting, storing and testing the split sample will be consistent with the procedures set forth in 49 CFR Part 40 et seq., as it now exists, or may exist in the future. The employee's request for a retest must be made to the Regional Director within one (1) business day of notice of the test result.
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Related to Employee Requested Testing

  • Employee-Requested Schedule Changes Overtime-eligible employees’ workweeks and work schedules may be changed at the employee’s request and with the Employer’s approval, provided the Employer’s business and customer service needs are met and no overtime expense is incurred.

  • Employee Relations Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost.

  • Substance Abuse Testing The Parties agree that it is in the best interest of all concerned to promote a safe working environment. The Union has no objection to pre-employment substance abuse testing when required by the Employer and further, the Union has no objection to voluntary substance abuse testing to qualify for employment on projects when required by a project owner. The cost and scheduling of such testing shall be paid for and arranged by the Employer. The Union agrees to reimburse the Employer for any failed pre-access Alcohol and Drug test costs.

  • Employee Responsibility Each employee is responsible for the care and maintenance of such equipment. The Company retains the right to inspect the equipment at any time and to require the employee to provide an accounting of any loss or abuse.

  • Employee Responsibilities The Employer's policy with respect to employee responsibilities provides for employees:

  • Employee Release 21.1 Employees with 5 years continuous service with the current employer may apply for a one-off continuous period of unpaid Employee Release for a period of three months up to a maximum of twelve months. Such application shall be considered on a case-by- case basis and granted at the discretion of the employer. All service related provisions/ benefits will be put on hold until resumption of normal duties. 21.2 The notification of the employee’s intent to return to normal duties will be the same as Clause 17.7 (Parental Leave). 21.3 Job protection provisions will be the same as in Clause 17.9.1 (Job Protection). 21.4 The provisions of this clause are separate from and in addition to normal unpaid leave provisions and it is acknowledged that employees may apply for unpaid leave at any time during their employment.

  • Employee Removal At District’s request, Contractor shall immediately remove any Contractor employee from all District properties in cases where the District in its sole discretion determines that removal of that employee is in the District’s best interests.

  • Proposed Corrective Action Plan Simultaneously with the submission of the Audit, the Recipient will submit to OCR for its review and approval a proposed Corrective Action Plan to address all inaccessible content and functionality identified during the Recipient’s Audit. The proposed Corrective Action Plan will set out a detailed schedule for: (1) addressing problems, taking into account identified priorities, with all corrective actions to be completed within 18 months of the date OCR approved the Corrective Action Plan; (2) setting up systems of accountability and verifying claims of accessibility by vendors or open sources; and setting up a system of testing and accountability to maintain the accessibility of all online content and functionality on an ongoing basis.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

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