Common use of Pending Results of Confirmatory Retest Clause in Contracts

Pending Results of Confirmatory Retest. Confirmatory retests of the original sample are at the employee’s own expense. When an employee requests that a confirmatory retest be conducted, the employer may place the employee on unpaid leave, place the employee on paid investigatory leave or transfer the employee to another position at the same rate of pay provided the Employer reasonably believes that restrictions on the employee’s work status are necessary to protect the health or safety of the employee, other City employees, or the public. An employee placed on unpaid leave may use their accrued and unused vacation or compensatory time during the time of leave. An employee who has been placed on unpaid leave must be made whole if the outcome of the confirmatory retest is negative.

Pending Results of Confirmatory Retest. Confirmatory retests of the original sample are at the employee’s own expense. When an employee requests that a confirmatory retest be conducted, the employer may place the employee on unpaid leave, place the employee on paid investigatory leave or transfer the employee to another position at the same rate of pay provided the Employer reasonably believes that restrictions on the employee’s work status are necessary to protect the health or safety of the employee, other City employees, or the public. An employee placed on unpaid leave may use their his/her accrued and unused vacation or compensatory time during the time of leave. An employee who has been placed on unpaid leave must be made whole if the outcome of the confirmatory retest is negative.

Pending Results of Confirmatory Retest. Confirmatory retests of the original sample are at the employee’s own expense. When an employee requests that a confirmatory retest be conducted, the employer Employer may place the employee on unpaid leave, place the employee on paid investigatory leave or transfer the employee to another position at the same rate of pay provided the Employer reasonably believes that restrictions on the employee’s work status are necessary to protect the health or safety of the employee, other City employees, or the public. An employee placed on unpaid leave may use their his/her accrued and unused vacation or compensatory time during the time of leave. An employee who has been placed on unpaid leave must be made whole if the outcome of the confirmatory retest is negative.

Pending Results of Confirmatory Retest. Confirmatory retests of the original sample are at the employee’s own expense. When an employee requests that a confirmatory retest be conducted, the employer Employer may place the employee on unpaid leave, place the employee on paid investigatory leave or transfer the employee to another position at the same rate of pay provided the Employer reasonably believes that restrictions on the employee’s work status are necessary to protect the health or safety of the employee, other City employees, or the public. An employee placed on unpaid leave may use their accrued and unused vacation or compensatory time during the time of leave. An employee who has been placed on unpaid leave must be made whole if the outcome of the confirmatory retest is negative.

Pending Results of Confirmatory Retest. Confirmatory retests of the original sample are at the employee’s own expense. When an employee requests that a confirmatory retest be conducted, the employer may place the employee on unpaid leave, place the employee on paid investigatory leave or transfer the employee to another position at the same rate of pay provided the Employer reasonably believes that restrictions on the employee’s work status are necessary to protect the health or safety of the employee, other City MPRB employees, or the public. An employee placed on unpaid leave may use their his/her accrued and unused vacation or compensatory time during the time of leave. An employee who has been placed on unpaid leave must be made whole if the outcome of the confirmatory retest is negative.

Pending Results of Confirmatory Retest. Confirmatory retests of the original sample are at the employee’s own expense. When an employee requests that a confirmatory retest be conducted, the employer may place the employee on unpaid leave, place the employee on paid investigatory leave or transfer the employee to another position at the same rate of pay provided the Employer reasonably believes that restrictions on the employee’s work status are necessary to protect the health or safety of the employee, other City MBC employees, or the public. An employee placed on unpaid leave may use their his/her accrued and unused vacation or compensatory time during the time of leave. An employee who has been placed on unpaid leave must be made whole if the outcome of the confirmatory retest is negative.