Pre-Employment References. Pre-employment references shall be removed from the file before being reviewed by the member.
Pre-Employment References. 1. The Town must obtain and review the following information from each employer that the prospective driver worked for in a safety-sensitive position, during the previous two years, information about a positive drug test and information about any refusal to participate in the alcohol and drug testing program.
2. The prospective employee must provide the former employer with a written release allowing the release of this information or he/she will not be hired.
3. If the previous employer indicates that a positive result was received or that the employee refused to participate when selected for an alcohol or drug test, the applicant may not be appointed unless he/she has consulted with a substance abuse professional, received recommended treatment and subsequently tested negative in a return to duty test for the former employer.
4. The Town of Belmont must provide the same information to subsequent employers of current Town employees when provided with a written release.
Pre-Employment References. 1. The Town must obtain and review the following information from each employer that the prospective driver worked for, in a safety-sensitive position, during the previous two years: Information about a test in which the employee’s blood-alcohol level was 0.04 or greater; information about a positive drug test; and information about any refusal to participate in the alcohol and drug testing program.
2. The prospective employee must provide the former employer with a written release allowing the release of this information or he/she may not be hired.
3. If the previous employer indicates that a positive result was received, or that the employee refused to participate when selected for an alcohol or drug test, the applicant may not be appointed unless he/she has consulted with a substance abuse professional, received recommended treatment and tested negative in a return-to-duty test. The Town of Burlington must provide the same information to subsequent employers of current Town employees when provided with a written release. I hereby certify that I was given a copy of the Town of Burlington’s Drug and Alcohol Testing Policy, and have been given an opportunity to ask questions of my supervisors about the content of policy. Employee’s Name: Division: Employee’s Signature: Date:
Pre-Employment References a) The Town must obtain and review the following information from each employer that the prospective employee worked for, in during the previous two (2) years: information about a test in which the employee's blood alcohol was 0.04 or greater; information about a positive drug test; and information about any refusal to participate in the alcohol and drug testing program.
b) The prospective employee must provide the former employer with a written release allowing the release of this information or he/she will not be considered for employment.
c) If the previous employer indicates that a positive result was received, or that the employee refused to participate when selected for an alcohol or drug test, the applicant may not be appointed unless he/she has already consulted with a substance abuse professional, already received recommended treatment, and subsequently tested negative in a return-to-duty test for the former employer. The Town must provide the same information to subsequent employers of current Town employees when provided with a written release.
