Post-Return to Duty Random Drug Testing Sample Clauses

Post-Return to Duty Random Drug Testing. As a further condition of your medical leave and possible return to duties, you agree to authorize Communitasto require you to participate in drug and alcohol testing for a minimum of four times per year for two years following your return to duty. Any positive result on a drug and alcohol test during this period will result in your immediate termination. Following your return to work, your performance must meet the standards applicable to all of your co-workers. Communitas is concerned with your personal health and well-being. However, your violation of our Drug-Free Workplace Program presents a serious problem. We are encouraged by your agreement to participate in treatment and wish you a successful recovery. If you agree with the terms of this letter, please sign below and return it to me. Should you have any questions or comments, please do not hesitate to contact me.
Sample 1
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Post-Return to Duty Random Drug Testing. As a further condition of your medical leave and possible returntoduties, youagreetoauthorize Communitas torequireyoutoparticipate inrandomdrugandalcohol testing foraminimum offour times per year for two years following your return toduty. Any positive result on a drug and alcohol test during this period willresult in your immediate termination. Following your return to work, your performance must meet the standards applicable to all of your co-workers. Communitas is concerned with your personal health and well-being. However, your violation of our Drug-Free Workplace Program presents a serious problem. We are encouraged by your agreement to participate in treatment and wish you a successful recovery period. If you agree with the terms of this letter, please sign below and return it to me. Should you have any questions or comments, please donot hesitate tocontactme.
Sample 1
Post-Return to Duty Random Drug Testing. As a further condition of your medical leave and possible return to duties, you agree to authorize HMG LLC to require you to participate in random drug and alcohol testing for a minimum of four times per year for two years following your return to duty. Any positive result on a drug and alcohol test during this period will result in your immediate termination. Following your return to work, your performance must meet the standards applicable to all of your co-workers. HMG LLC is concerned with your personal health and wellbeing. However, your violation of our Drug-Free Workplace Program presents a serious problem. We are encouraged by your agreement to participate in treatment and wish you a successful recovery period. If you agree with the terms of this letter, please sign below and return it to me. Should you have any questions or comments, please do not hesitate to contact me. Sincerely, HMG LLC In exchange for the mutual undertakings between HMG LLC and me, I voluntarily agree to the terms and conditions in this letter. Employee name Date
Sample 1

Related to Post-Return to Duty Random Drug Testing

  • Return to Duty Testing Any employee who has tested positive on a drug and/or alcohol test, and who was afforded the opportunity to return to work, must test negative for drugs and/or alcohol and be evaluated and released to duty by the Substance Abuse Professional before returning to work.

  • Random Drug Testing All employees covered by this Agreement shall be subject to random drug testing in accordance with Appendix D.

  • Graduated Return to Work Where an Employee is not receiving benefits from another source and is working less than his/her regular working hours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employee may use any unused sick/short term disability allocation remaining, if any, for the portion of the day where the Employee is unable to work due to illness or injury. A partial sick/short term leave day will be deducted for an absence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours. Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/her regular hours, WSIB and LTD will be used to top up the employee’s wages, as approved and if applicable. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source; • and is working less than his/her regular hours of work; • and has sick leave days and/or short-term disability days remaining from the previous year The employee can access those remaining days to top up their wages proportional to the hours not worked. Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscal year, • and is not receiving benefits from another source, • and is working less than his/her regular hours of work, • and has no sick leave days and/ or short-term disability days remaining from the previous year, the employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When the employee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjusted in accordance with the new schedule. In accordance with paragraph c), the Employee will also be allocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to work under the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours.

  • Drug Test The compulsory production and submission of urine and/or blood, in accordance with departmental procedures, by an employee for chemical analysis to detect prohibited drug usage.

  • Treatment Program Testing The Employer may request or require an employee to undergo drug and alcohol testing if the employee has been referred by the employer for chemical dependency treatment or evaluation or is participating in a chemical dependency treatment program under an employee benefit plan, in which case the employee may be requested or required to undergo drug or alcohol testing without prior notice during the evaluation or treatment period and for a period of up to two years following completion of any prescribed chemical dependency treatment program.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act.

  • Future Treatment of Unallowable Costs Unallowable Costs shall be separately determined and accounted for by Defendants, and Defendants shall not charge such Unallowable Costs directly or indirectly to any contracts with the United States or any State Medicaid program, or seek payment for such Unallowable Costs through any cost report, cost statement, information statement, or payment request submitted by Defendants or any of their subsidiaries or affiliates to the Medicare, Medicaid, TRICARE, or FEHBP Programs.

  • JOC - PRICING OF After Hours Coefficient What is your after hours coefficient for the RS Means Price Book for work performed after normal working hours? (FAILURE TO RESPOND PROHIBITS PART 2 JOC EVALUATION) Remember that this is a ceiling price proposed. You can discount to any TIPS Member customer a lower coefficient than your proposed contract coefficient, but not higher. This is one of three pricing questions that are required for consideration for award on this solicitation. Please consider your answer carefully. An explanation of the TIPS scoring of pricing titled "Pricing Coefficient Instruction" is included in the attachments for your information. The below is an EXAMPLE of how the pricing model works (It is not intended to influence your proposed coefficient, you should propose a coefficient that you determine is reasonable for your business for the life of the contract): The most common after hours coefficient is time and a half of the RS Means Unit Price Book prices. To illustrate this coefficient, if your regular hours coefficient is .95, your after hours coefficient would be 1.45.

  • Mileage Measurement Where required, the mileage measurement for LIS rate elements is determined in the same manner as the mileage measurement for V&H methodology as outlined in NECA Tariff No. 4.

  • Health Tests At the time of employment, the Employer shall provide a Tuberculin skin test at no cost to the nurse. In the event of a positive reaction to this test, the Employer will provide a chest x-ray at no cost. Upon request, a routine blood examination and urinalysis will be provided at no cost to the nurse once each year.

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