Refusal to Test Sample Clauses

Refusal to Test. 17.1. If a Worker refuses to participate in workplace Drug and Alcohol testing the following will apply: (a) The Employer, will inform the Worker and the workers chosen representative, that the refusal will have the same consequences as a non-negative result, i.e. that the employee will be deemed to be unfit for work due to the presence of alcohol or drugs; (b) If the worker still refuses, the Employer and the PIA, shall consult with the worker and the workers chosen representative, regarding the requirements, process and consequences of refusing to test and encourage them to partake in the test. This would be the second request to be tested; (c) If the worker still refuses, the refusal will be treated as a confirmed positive result, and will be subjected to the relevant consequences of such. All reasonable assistance is to be offered to ensure the employee can make their way from the workplace to a safe location without harm (i.e. taxi, lift from a friend or fellow worker). An agreed leave of absence arrangement is to apply for the duration of their absence.

Refusal to Test. An employee will be terminated pursuant to the requirements of the Agreement.

Refusal to Test. Any employee who is directed to submit to a test and who refuses shall be subject to discipline, up to and including discharge. Refusal to test shall include (but is not limited to): refusing to provide a useful specimen; knowingly contaminating or attempting to dilute the specimen; or failing to cooperate in the timely completion of the test.

Refusal to Test. Refusal to submit to the types of drug and alcohol tests described herein employed by the Trenton Police Department will be grounds for disciplinary action, up to and including termination. A refusal to test constitutes conduct which would obstruct the proper administration of a test. The following is a list of some, but not all, of the actions an employee may take which will be considered a refusal to test: 1. Refusal to sign the form releasing test results to the Police Department; 2. A non-medical delay in providing a urine; 3. Failure to report directly to the testing facility upon notification; 4. The use of any product to invalidate the test results.

Refusal to Test. If a Worker refuses to participate in workplace Drug and Alcohol testing the following will apply:

Refusal to Test. A temporary employee’s appointment will be terminated.

Refusal to Test. The refusal to test, engaging in conduct that clearly obstructs the testing process, or failure to provide a release will result in the employee being removed from performing duties, not being allowed to perform duties for the University, and may be cause for discipline, including discharge.

Refusal to Test. An employee's refusal to test when requested by the County in accordance with the provisions of Section 16.14 of this Article, will constitute cause for discharge of the employee.

Refusal to Test. Refusing or failing to submit an adequate specimen for drug or alcohol testing or specimen tampering during specimen collection, as defined by the Medical Review Officer (MRO), will be treated as if the employee has tested positive. The employee will be evaluated by a Substance Abuse Professional (SAP) or Chemical Dependency Professional (CDP) and will be subject to discipline up to and including immediate termination.

Refusal to Test. Refusal to submit a pre-employment drug test will be grounds for refusal to hire/promote applicants. Refusal to submit to a post-accident testing, random testing, return to duty testing, reasonable suspicion testing, or follow-up testing, shall be considered a positive drug test and/or a positive alcohol test of .04% blood alcohol concentration. Such refusal shall result in disciplinary action up to and including termination.