Common use of Procedures for Positive Test Results Clause in Contracts

Procedures for Positive Test Results. (A) If an employee tests positive whether a random or reasonable suspicion test an employee will be considered tested positive in the following conditions for: a. Drugs, if the initial test of the split sample is positive (or) b. Alcohol, with a BAC of .04 or greater. The employee will be immediately placed on administrative leave with pay and removed from their duties until further notice. (B) Provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory, hospital facility, or other certified facility, of the employee’s choosing, at the employee’s own expense provided the employee notifies the College within seventy- two (72) hours of receiving the results of the test. If the test results are negative the employee will be treated as having a negative test. (C) The College will contact EAP (Employee Assistance Program). In addition, or in the alternative, the employee may opt to see a substance abuse professional, approved by the College, but must provide documentation that they are in a qualified treatment program and must give consent to release the records to the College. (D) The College will schedule a pre-disciplinary conference for the employee as soon as possible pursuit to College policy. (E) If the employee voluntarily agrees to complete a substance abuse program through EAP or through a substance abuse professional, discipline will be waived, and instead the College and the employee will enter into a Last Chance Agreement, the duration of which shall be a maximum of two (2) years from the date of signature. If the employee does not regularly participate in the program within the guidelines established by the substance abuse professional and/or has a confirmed positive test while enrolled in the program or subsequent to completion of the program, the employee may be subjected to discipline. (F) Notwithstanding the above, the employee may still be subjected to disciplinary action, up to and including termination for violations of workplace policy, procedures, or work rules and/or job-related incidents which may be directly or indirectly associated with the use of drugs or alcohol. (G) The employee must use any applicable leave time for time spent off work to attend substance abuse programs once the pre-disciplinary conference is held and the Last Chance Agreement is signed. (H) As a condition of the Last Chance Agreement the employee must successfully complete the drug/alcohol treatment program. (I) Upon return to work, the employee may be randomly tested for a period of two (2) years. Any future positive tests and/or breach of the Last Chance Agreement will result in a pre- disciplinary conference and appropriate progressive discipline up to termination. Rationale:‌

Procedures for Positive Test Results. (A) If an employee tests positive whether a random or reasonable suspicion test an employee will be considered tested positive in the following conditions for: a. Drugs, if the initial test of the split sample is positive (or) b. Alcohol, with a BAC of .04 or greater. The employee will be immediately placed on administrative leave with pay and removed from their duties until further notice. (B) Provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory, hospital facility, or other certified facility, of the employee’s choosing, at the employee’s own expense provided the employee notifies the College within seventy- two (72) hours of receiving the results of the test. If the test results are negative the employee will be treated as having a negative test. (C) The College will contact EAP (Employee Assistance Program). In addition, or in the alternative, the employee may opt to see a substance abuse professional, approved by the College, but must provide documentation that they are in a qualified treatment program and must give consent to release the records to the College. (D) The College will schedule a pre-disciplinary conference for the employee as soon as possible pursuit to College policy. (E) If the employee voluntarily agrees to complete a substance abuse program through EAP or through a substance abuse professional, discipline will be waived, and instead the College and the employee will enter into a Last Chance Agreement, the duration of which shall be a maximum of two (2) years from the date of signature. If the employee does not regularly participate in the program within the guidelines established by the substance abuse professional and/or has a confirmed positive test while enrolled in the program or subsequent to completion of the program, the employee may be subjected to discipline. (F) Notwithstanding the above, the employee may still be subjected to disciplinary action, up to and including termination for violations of workplace policy, procedures, or work rules and/or job-related incidents which may be directly or indirectly associated with the use of drugs or alcohol. (G) The employee must use any applicable leave time for time spent off work to attend substance abuse programs once the pre-disciplinary conference is held and the Last Chance Agreement is signed. (H) As a condition of the Last Chance Agreement the employee must successfully complete the drug/alcohol treatment program. (I) Upon return to work, the employee may be randomly tested for a period of two (2) years. Any future positive tests and/or breach of the Last Chance Agreement will result in a pre- pre-disciplinary conference and appropriate progressive discipline up to termination. Rationale:‌.

Procedures for Positive Test Results. (A) If an employee tests positive whether a random or reasonable suspicion test an employee will be considered tested positive in the following conditions for: a. : • Drugs, if the initial test of the split sample is positive (or) b. ) • Alcohol, with a BAC of .04 or greater. The employee will be immediately placed on administrative leave with pay and removed from their his or her duties until further notice. (B) Provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory, hospital facility, or other certified facility, of the employee’s choosing, at the employee’s own expense provided the employee notifies the College within seventy- two (72) hours of receiving the results of the test. If the test results are negative the employee will be treated as having a negative test. (C) The College will contact EAP (Employee Assistance Program). In addition, addition or in the alternative, the employee may opt to see a substance abuse professional, approved by the College, but must provide documentation that they are he/she is in a qualified treatment program and must give consent to release the records to the College. (D) The College will schedule a pre-disciplinary conference for the employee as soon as possible pursuit to College policy. (E) If the employee voluntarily agrees to complete a substance abuse program through EAP or through a substance abuse professional, discipline will be waived, and instead the College and the employee will enter into a Last Chance Agreement, the duration of which shall be a maximum of two (2) years from the date of signature. If the employee does not regularly participate in the program within the guidelines established by the substance abuse professional and/or has a confirmed positive test while enrolled in the program or subsequent to completion of the program, the employee may be subjected to discipline. (F) Notwithstanding the above, the employee may still be subjected to disciplinary action, up to and including termination for violations of workplace policy, procedures, or work rules and/or job-related incidents which may be directly or indirectly associated with the use of drugs or alcohol. (G) The employee must use any applicable leave time for time spent off work to attend substance abuse programs once the pre-disciplinary conference is held and the Last Chance Agreement is signed. (H) As a condition of the Last Chance Agreement the employee must successfully complete the drug/alcohol treatment program. (I) Upon return to work, the employee may be randomly tested for a period of two (2) two-years. Any future positive tests and/or breach of the Last Chance Agreement will result in a pre- disciplinary conference and appropriate progressive discipline up to termination. Rationale:‌.