Common use of Positive Test for Alcohol or Drugs Clause in Contracts

Positive Test for Alcohol or Drugs. An employee whose alcohol or drug test is positive will be considered in violation of City policy. A positive drug and/or alcohol test may result in disciplinary action, up to and including discharge. If the drug screen is positive, the employee must provide within twenty-four hours of request bona fide verification of a valid current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name. If the employee does not provide acceptable verification of a valid prescription, or if the prescription is not in the employee’s name, or if the employee has not previously notified his or her supervisor, the employee will be subject to disciplinary action up to and including discharge. If an employee tests positive for alcohol or drugs, the City shall conduct an investigation to gather all facts. The decision to discipline or discharge will be carried out in conformance with [reference to City’s pertinent discipline procedures]. 1. A positive alcohol test shall measure blood alcohol level of 0.02 or higher. An employee whose alcohol test indicates an alcohol concentration level of 0.02 or higher will be removed from his/her safety sensitive position. The City will re-test the employee before the employee may return to his/her position. The employee’s alcohol concentration must indicate a concentration level below 0.02 before the employee may be returned to his/her safety-sensitive position.

Positive Test for Alcohol or Drugs. An employee whose alcohol or drug test is positive will be considered in violation of City policy. A positive drug and/or alcohol test may result in disciplinary action, up to and including discharge. If the drug screen is positive, the employee must provide within twenty-four (24) hours of request bona fide verification of a valid current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name. If the employee does not provide acceptable verification of a valid prescription, or if the prescription is not in the employee’s name, or if the employee has not previously notified his or her supervisor, the employee will be subject to disciplinary action up to and including discharge. If an employee tests positive for alcohol or drugs, the City shall conduct an investigation to gather all facts. The decision to discipline or discharge will be carried out in conformance with [reference to the Disciplinary and Appeals Procedures contained in the City’s pertinent discipline procedures]Personnel Rules and Regulations. 1. A positive alcohol test shall measure blood alcohol level of 0.02 or higher. An employee whose alcohol test indicates an alcohol concentration level of 0.02 or higher will be removed from his/her safety sensitive position. The City will re-test retest the employee before the employee may return to his/her position. The employee’s alcohol concentration must indicate a concentration level below 0.02 before the employee may be returned to his/her safety-sensitive position.below

Positive Test for Alcohol or Drugs. An employee whose alcohol or drug test is positive will be considered in violation of City policy. A positive drug and/or alcohol test may result in disciplinary action, up to and including discharge. If the drug screen is positive, the employee must provide within twenty-four 24 hours of request bona fide verification of a valid current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name. If the employee does not provide acceptable verification of a valid prescription, or if the prescription is not in the employee’s name, or if the employee has not previously notified his or her supervisor, the employee will be subject to disciplinary action up to and including discharge. If an employee tests positive for alcohol or drugs, the City shall conduct an investigation to gather all facts. The decision to discipline or discharge will be carried out in conformance with [reference to City’s pertinent discipline procedures]. 1. A positive alcohol test shall measure blood alcohol level of 0.02 or higher. An employee whose alcohol test indicates an alcohol concentration level of 0.02 or higher will be removed from his/her safety sensitive position. The City will re-re- test the employee before the employee may return to his/her position. The employee’s alcohol concentration must indicate a concentration level below 0.02 before the employee may be returned to his/her safety-sensitive position.below

Positive Test for Alcohol or Drugs. An employee whose alcohol or drug test is positive will be considered in violation of City policy. A positive drug and/or alcohol test may result in disciplinary action, up to and including discharge. If the drug screen is positive, the employee must provide within twenty-twenty- four hours of request bona fide verification of a valid current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name. If the employee does not provide acceptable verification of a valid prescription, or if the prescription is not in the employee’s name, or if the employee has not previously notified his or her supervisor, the employee will be subject to disciplinary action up to and including discharge. If an employee tests positive for alcohol or drugs, the City shall conduct an investigation to gather all facts. The decision to discipline or discharge will be carried out in conformance with [reference to City’s pertinent discipline procedures]. 1. A positive alcohol test shall measure blood alcohol level of 0.02 or higher. An employee whose alcohol test indicates an alcohol concentration level of 0.02 or higher will be removed from his/her safety sensitive position. The City will re-test the employee before the employee may return to his/her position. The employee’s alcohol concentration must indicate a concentration level below 0.02 before the employee may be returned to his/her safety-sensitive position.

Positive Test for Alcohol or Drugs. An employee whose alcohol or drug test is positive will be considered in violation of City policy. A positive drug and/or alcohol test may result in disciplinary action, up to and including discharge. If the drug screen is positive, the employee must provide within twenty-four hours of request bona fide verification of a valid current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name. If the employee does not provide acceptable verification of a valid prescription, or if the prescription is not in the employee’s name, or if the employee has not previously notified his or her supervisor, the employee will be subject to disciplinary action up to and including discharge. If an employee tests positive for alcohol or drugs, the City shall conduct an investigation to gather all facts. The decision to discipline or discharge will be carried out in conformance with [reference to City’s pertinent discipline procedures]. 1. A positive alcohol test shall measure blood alcohol level of 0.02 or higher. An employee whose alcohol test indicates an alcohol concentration level of 0.02 or higher will be removed from his/her safety sensitive position. The City will re-re- test the employee before the employee may return to his/her position. The employee’s alcohol concentration must indicate a concentration level below 0.02 before the employee may be returned to his/her safety-sensitive position.below