Positive Drug Tests Sample Clauses

Positive Drug Tests. 1. The following will all be considered positive drug results within the meaning of this policy:
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Positive Drug Tests i. After receiving a confirmed positive, but before verifying that result, the MRO will make all reasonable attempts to contact the Flight Attendant (including, if necessary requesting that the Company’s Drug Enforcement Representative (DER) direct the Flight Attendant to contact the MRO) to discuss the test result.
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Positive Drug Tests. 1. Identification of any amount or level of any panel of drugs to be tested shall be considered a positive test. Subsequent to a positive primary test, the MRO shall discuss with the employee the test results and other appropriate considerations. If a split sample test is/was conducted and determined to be positive, the MRO shall make a recommendation to the employee to meet with a Substance Abuse Professional no later than seventy-two (72) hours) after the confirmation of the positive split sample results. The employee shall meet with the SAP for an assessment, possible required enrollment in a treatment program, and before being permitted to return to work, successfully pass a return to work duty test. If the employee successfully passes the return to duty test, he/she prior to returning to employment, shall serve a ten
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Positive Drug Tests a) First Positive: Ten (10) day unpaid suspension. Successful completion of any program as identified by the Substance Abuse Professional (SAP) and Medical Review Officer (MRO).
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Positive Drug Tests. The following cutoff limits will be used to determine whether initial drug screens and confirmation tests are positive for these drugs and/or their metabolites: Initial Enzyme Confirmatory (GC/MS) Immunoassay lc-ms/ms Substance Level ng/ml Level ng/ml Marijuana 50 15 Cocaine 300 150 Opiates 300 300 PCP 00 00 Xxxxxxxxxxxx 0000 500 Barbiturates 300 200 Benzodiazepines 300 200 Propoxyphene 300 200 Methadone 300 200 Methaqualone 300 300 Oxycodones 100 100 The cutoff levels (EMIT/RIA - GC/MS) for the above drugs are subject to change as recommended by the testing laboratory (after discussion with the Union). When a positive drug test may be the result of use of a prescription drug, the Employee will be required to submit proof of the prescription within forty-eight (48) hours of the request to do so, together with a written statement from the Employee’s or Company’s physician approving the use of the drug during working hours. If the prescription and/or the physician's statement is not submitted within the specified time limit, the Employee will be subject to provisional discharge under this policy.
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Positive Drug Tests. 1. Identification of any amount or level of any panel of drugs to be tested shall be considered to be a positive test. Subsequent to a positive primary test, the MRO shall discuss with the employee the test results and other appropriate considerations. If a split sample test is/was conducted and determined to be positive, the MRO shall make a recommendation to the employee to meet with a Substance Abuse Professional no later than seventy-two hours (72)) after the confirmation of the positive split sample results. The employee shall meet with the SAP for an assessment, possible required enrollment in a treatment program, and before being permitted to return to work, successfully pass a return to work duty test. If the employee successfully passes the return to duty test, he/she prior to returning to employment shall serve a ten (10) day suspension without pay. Subsequent to returning to work the employee shall be randomly tested for any amount or level of panel of drugs at least six (6) times during the next twelve
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Positive Drug Tests. In the event that an employee tests positive (and which is confirmed by retesting if requested by the employee) for any illegal narcotic, that individual will be subject to a 24 – hour (One workday) suspension with pay (such suspension shall be charged first to vacation leave, then to personal leave, then to sick leave), provided that the employee seeks treatment through the Town’s EAP or another counseling or treatment program. If the employee does not seek such treatment, said twenty four (24) hours suspension shall be without pay and shall remain a permanent part of the employee’s records. In the event that the employee appropriately seeks treatment and completes an appropriate program, such suspension shall be removed from the employee’s record. If the employee requires additional treatment beyond the 24 hours, the individual may use sick time, vacation time, or personal leave to cover such time away from the job. The employee will not permitted to return to work until the individual is cleared to return for duty either by a substance abuse professional retained by the Town to administer its Employee Assistance Program, or a qualified substance abuse professional who has seen or treated the individual in an appropriate program. This policy will not apply to probationary employees. If, within a 24-month period following the first positive drug test, an employee tests positive for illegal narcotics, they will be subject to receiving a 30-day suspension without pay, provided, however, that if the employee has accrued vacation leave, personal leave or sick leave, the individual may use such accrued leave to receive pay. The employee will not be permitted to return to work until the individual is cleared to return for duty, after completion of an appropriate drug treatment program, by a substance abuse professional retained by the Town to administer its Employee Assistance Program, a qualified substance abuse professional, or medical review officer. If an employee test positive for an illegal narcotic within a 24-month period after having a second positive test, the employee will be subject to discharge. Any employee who has tested positive a second time for drug use, after a period of 24 months of negative tests, all documentation relative to drug use and treatment will be expunged from their personal file.
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