Positive Drug Tests Sample Clauses

Positive Drug Tests. 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

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. ii. Following the discussion with the Flight Attendant and any other appropriate inquiry the MRO will determine whether to verify the test result. iii. In the event that the MRO verifies the confirmed positive result, s/he shall in addition to any other duties, refer the matter to the Company’s DER, who shall notify the Director of Inflight and the Vice President, Human Resources.

Positive Drug Tests. 1. The following will all be considered positive drug results within the meaning of this policy: a. A positive laboratory drug test result verified and confirmed by the Professional Testing Services Medical Review Officer as having no reasonable medical explanation. b. Refusal to provide a urine specimen. c. Clear obstruction of the testing procedures, including attempts to adulterate or substitute. d. Shy bladder with no reasonable medical explanation. 2. The following procedure will be followed in response to a positive drug test result: a. The employee will be relieved of duty, suspended without pay, and offered an opportunity for Substance Abuse Professional (hereafter SAP) Assessment and Evaluation. b. The SAP will develop an appropriate rehabilitation plan if one is required. A negative return to duty test will be a condition of return to work. c. If the employee declines to be assessed by the Substance Abuse Professional, or refuses to follow the treatment recommendations and/or conditions of the SAP Assessment, he/she will be terminated from employment. d. Rehabilitation/Treatment beyond the scope of the City of Norwich Employee Assistance Program or Medical Plan offerings will be the financial responsibility of the employee. Employees enrolled in a formal treatment program will be granted rehabilitation leave retroactive at full pay up to accumulated sick leave. Employees using up accumulated sick leave will be permitted to use vacation and other accumulated leave time. e. To be eligible for continuation of employment on a rehabilitation pay basis in accordance with Section I.B.2.d above the employee must have been employed six

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). b) Second Positive within three (3) years: Possibility of Discharge after formal hearing. c) Return to Duty testing is required for Public Safety Personnel who have tested positive for illegal drugs and/or controlled substances before they return to work. MRO/SAP authorized return to duty tests will be paid for by the employer. Follow-up testing is required after the employee returns to public safety functions. There may be up to six tests during the first year back in a public safety position. Follow–up testing may continue for up to three years. The parties agree that corrective and disciplinary action, when imposed, shall be implemented in progressive stages from minor to severe. Such action is intended to be from less severe to more severe in order to bring about the necessary change. However, in some circumstances, acts of commission or omission may require imposition of severe sanctions in the first instance.

Positive Drug Tests. 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

Positive Drug Tests a. After receiving a confirmed positive, but before verifying that result, the MRO will make all reasonable attempts to contact the Pilot (including, if necessary requesting that the Vice President Flight Operations direct the Pilot to contact the MRO) to discuss the test result. b. Following the discussion with the Pilot and any other appropriate inquiry the MRO will determine whether to verify the test result. c. In the event that the MRO verifies the confirmed positive result, he shall in addition to any other duties, refer the matter to Gulfstream International Airline’s Vice President Employee Relations, who shall notify the Vice President Flight Operations and the Chief Operating Officer.

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). b) Second Positive within three (3) years: Possibility of Discharge after formal hearing. c) Return to Duty testing is required for Public Safety Personnel who have tested positive for illegal drugs and/or controlled substances before they return to work. MRO/SAP authorized return to duty tests will be paid for by the employer. Follow-up testing is required after the employee returns to public safety functions. There may be up to six tests during the first year back in a public safety position. Follow–up testing may continue for up to three years. The parties agree that corrective and disciplinary action, when imposed, shall be implemented in progressive stages from minor to severe. Such action is intended to be from less severe to more severe in order to bring about the necessary change. However, in some circumstances, acts of commission or omission may require imposition of DocuSign Envelope ID: 9BB9CC7E-6C99-4093-A317-F64D19D32764 DocuSign Envelope ID: 9161918A-421E-4B97-A19A-5763E654021D severe sanctions in the first instance.

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 CONFIRMATORY (EMIT OR RIA) (GC/MS) LEVEL LEVEL SUBSTANCE NG/ML XX/XX --------- ----- ----- Marijuana 50 15 Cocaine 300 150 Opiates 300 300 Phencyclidine (PCP) 25 25 Amphetamines 1000 500 Barbiturates 300 200 Benzodiazepines 200 200 Propoxyphene 300 300 Methadone 300 100 Methaqualone 300 300 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.

Positive Drug Tests. 1. The following will all be considered positive drug results within the meaning of this policy: a. a positive laboratory drug test result verified and confirmed by the Professional Testing Services Medical Review Officer as having no reasonable medical explanation, b. refusal to provide a urine specimen, c. clear obstruction of the testing procedures including attempts to adulterate or substitute,

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.