Common use of Positive Test Results Clause in Contracts

Positive Test Results. 1. All specimens identified as positive on the initial test will be verified by a confirmatory test. Gas chromatography/mass spectrometry (GC/MS) or an equivalent or better confirmation test shall be used in urine samples. The standards established in COMAR shall be the basis for determining whether a test is positive. 2. There shall be a split sample. In the event of a positive test result, the employee may request independent testing at his/her own expense, of a portion of the tested specimen for verification of the test results. If the independent test result is negative, the College will re-test the original sample. 3. Any sensitive employee whose test results are confirmed positive for illegal drugs or use of alcohol shall be subject to disciplinary action up to and including termination. 4. The College recognizes that there is a possibility of a false positive result. If the employee’s retest and the College’s re-test show that the original positive result was false, then the employee shall not be disciplined on the basis of the false positive test result, and shall not experience any loss in pay or benefits. The false positive test result and any reference to that result shall be removed from the employee’s personnel file.

Positive Test Results. 1. All specimens identified as positive on the initial test will be verified by a confirmatory test. Gas chromatography/mass spectrometry (GC/MS) or an equivalent or better confirmation test shall be used in urine samples. The standards established in COMAR shall be the basis for determining whether a test is positive. 2. There shall be a split sample. In the event of a positive test result, the employee may request independent testing at his/her own expense, of a portion of the tested specimen for verification of the test results. If the independent test result is negative, the College will re-test the original sample. 3. Any sensitive employee whose test results are confirmed positive for illegal drugs or use of alcohol shall be subject to disciplinary action up to and including termination. 4. The College recognizes that there is a possibility of a false positive result. If the employee’s retest and the College’s re-test show that the original positive result was false, then the employee shall not be disciplined on the basis of the false positive test result, and shall not experience any loss in pay or benefits. The false positive test result and any reference to that result shall be removed from the employee’s personnel file.

Positive Test Results. 1. All specimens identified as positive on the initial test will be verified by a confirmatory test. Gas chromatography/mass spectrometry (GC/MS) or an equivalent or better confirmation test shall be used in urine samples. The standards established in COMAR shall be the basis for determining whether a test is positive. 2. There shall be a split sample. In the event of a positive test result, the employee may request independent testing at his/her own expense, of a portion of the tested thetested specimen for verification of the test results. If the independent test result is negative, the College will re-test the original sample. 3. Any sensitive employee whose test results are confirmed positive for illegal drugs or use of alcohol shall be subject to disciplinary action up to and including termination. 4. The College recognizes that there is a possibility of a false positive result. If the employee’s retest and the College’s re-test show that the original positive result was false, then the employee shall not be disciplined on the basis of the false positive test result, and shall not experience any loss in pay or benefits. The false positive test result and any reference to that result shall be removed from the employee’s personnel file.

Positive Test Results. 1. All specimens identified as positive on the initial test will be verified by a confirmatory test. Gas chromatography/mass spectrometry (GC/MS) or an equivalent or better confirmation test shall be used in urine samples. The standards established in COMAR shall be the basis for determining whether a test is positive. 2. There shall be a split sample. In the event of a positive test result, the employee may request independent testing at his/her own expense, of a portion of the tested specimen for verification of the test results. If the independent test result is negative, the College will re-test the original sample. 3. Any sensitive employee whose test results are confirmed positive for illegal drugs or use of alcohol shall be subject to disciplinary action up to and including termination. 4. The College recognizes that there is a possibility of a false positive result. If the employee’s retest and the College’s re-test show that the original positive result was false, then the employee shall not be disciplined on the basis of the false positive test result, and shall not experience any loss in pay or benefits. The false positive test result and any reference to that result shall be removed from the fromthe employee’s personnel file.

Positive Test Results. 1. All specimens identified as positive on the initial test will be verified by a confirmatory test. Gas chromatography/mass spectrometry (GC/MS) or an equivalent or better confirmation test shall be used in urine samples. The standards established in COMAR shall be the basis for determining whether a test is positive. 2. There shall be a split sample. In the event of a positive test result, the employee may request independent testing at his/her own expense, of a portion of the tested thetested specimen for verification of the test results. If the independent test result is negative, the College will re-test the original sample. 3. Any sensitive employee whose test results are confirmed positive for illegal drugs or use of alcohol shall be subject to disciplinary action up to and including termination. 4. The College recognizes that there is a possibility of a false positive result. If the employee’s retest and the College’s re-test show that the original positive result was false, then the employee shall not be disciplined on the basis of the false positive test result, and shall not experience any loss in pay or benefits. The false positive test result and any reference to that result shall be removed from the employee’s personnel file.