Rehabilitation and Testing after Return to Duty. Employees may use the United Parcel Service Freight Employee Assistance Program, as well as any other referral service in choosing an approved program for treatment. The right to a leave of absence is controlled by Section 1.11. Upon successful completion of rehabilitation the employee shall be subject to follow-up testing. Follow-up testing shall consist of at least six (6) tests in the first twelve (12) months following the driver’s return to duty after rehabilitation leave. The one (1) year period may be extended as necessary by written verification of the SAP. Employer Responsibilities Prior to allowing an employee to return to duty, after the employee has tested positive for an alcohol concentration higher than 0.02 (but lower than 0.07), or has successfully completed rehabilitation, the Employer shall:
Rehabilitation and Testing after Return to Duty. A positive test specimen as a result of a DOT pre-qualification or random test will result in a rehabilitation opportunity. An employee whose test results are reported to the Medical Review Officer by the SAMHSA certified laboratory and who has been contacted by the Medical Review Officer or his/her designee has five (5) calendar days to meet with the Medical Review Officer to review the test results. If the review time schedule is not met, then the Medical Review Officer will report to City Management that the covered employee is not medically qualified to drive. If the Medical Review Officer determines a specimen is positive, then the employee will have five (5) calendar days to evaluate his/her situation with an approved EAP counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The City will follow the final recommendations of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.
Rehabilitation and Testing after Return to Duty. If the Breath Alcohol Technician (BAT) determines a specimen confirmed positive, then the employee will be removed from service and have five (5) calendar days to evaluate his/her situation with an approved Substance Abuse Professional (SAP) and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The City will follow the final recommendations of the Substance Abuse Professional (SAP), working in conjunction with the Medical Review Officer (MRO), who has consulted with the rehabilitation treatment professional as to the appropriate aftercare protocol and post rehabilitation unannounced alcohol testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance. The provision of this agreement will apply to all employees requesting enrollment in a rehabilitation program following a positive alcohol test. Employees may use the City’s Employee Assistance Program, a union sponsored program as well as any other referral service in choosing an approved program of treatment.
Rehabilitation and Testing after Return to Duty. If the Breath Alcohol Technician (BAT) determines a specimen is confirmed positive, then the employee will be removed from service and have five (5) calendar days to evaluate their situation with an approved Substance Abuse Professional (SAP) and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence as outlined in Article 7 of this current Agreement. UPS will follow the final recommendations of the Substance Abuse Professional (SAP), concerning the appropriate after-care protocol and post rehabilitation unannounced alcohol testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance. The provision of Article 16, Section 5 will apply to all employees requesting enrollment in a rehabilitation program following a positive alcohol test. Employees may use the United Parcel Service Employee Assistance Program, a union sponsored program, as well as any other referral service in choosing an approved program for treatment. Follow-up testing shall consist of at least six (6) tests in the first twelve (12) months following the driver’s return to duty. The one (1) year period may be extended as necessary by written verification of the SAP. Employer Responsibilities Prior to allowing an employee to return to duty, after the employee has tested positive for an alcohol concentration higher than 0.02, or has refused to submit to an alcohol test, the Employer shall:
Rehabilitation and Testing after Return to Duty. If the Breath Alcohol Technician (BAT) determines a specimen is confirmed positive, then the employee will be removed from service and have five (5) calendar days to evaluate his/her situation with an approved Substance Abuse Professional (SAP) and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence TENTATIVE AGREEMENT
Rehabilitation and Testing after Return to Duty. If the Breath Alcohol Technician (BAT) determines a specimen is confirmed positive, then the employee will be removed from service and have five (5) calendar days to evaluate his/her situation with an approved Substance Abuse Professional (SAP) and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence as outlined in Article 16, Section 5 of the Natio nal Master UPS Agreement. UPS will follow the final recommendations of the Substance Abuse Professional (SAP), working conjunction with the Medical Review Officer (MRO), who has consulted with the rehabilitation treatment professional as to concerning the appropriate after-care protocol and post rehabilitation unannounced alcohol testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee's request for rehabilitation will be suspende d until resolution of the grievance. The provision of Article 16, Section 5 will apply to all employees requesting enrollment in a rehabilitation program following a positive alcohol test. Employees may use the United Parcel Service Employee Assistance Program, a union sponsored program, as well as any other referral service in choosing an approved program for treatment. Follow-up testing shall consist of at least six (6) tests in the first twelve (12) months following the driver’s return to duty. The one (1) year period may be extended as necessary by written verification of the SAP. Employer Responsibilities Prior to allowing an employee to return to duty after the employee has tested positive for an alcohol concentration higher than .02, or has refused to submit to an alcohol test, the Employer shall:
Rehabilitation and Testing after Return to Duty. SAP and Employer Duties A positive test specimen as a result of a DOT pre-qualification or random test will shall result in a rehabilitation opportunity. An employee whose test results are reported to the Medical Review Officer by the HHS certified laboratory and who has been contacted by the Medical Review Officer MRO or his/her designee has 72) hours to contact the Medical Review Officer MRO to review the test results. If the review time schedule is not met, then the MRO may report to UPS Management that the test is verified as positive. If neither UPS nor the MRO, after making all reasonable efforts, as required by the DOT regulations is able to contact the employee
Rehabilitation and Testing after Return to Duty. If the Breath Alcohol Technician (BAT) determines a specimen is confirmed positive, then the employee will shall be removed from service and have five (5) calendar days to evaluate his/her situation with an approved Substance Abuse Professional (SAP) and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence as outlined in Article 16, Section 5 of this Agreement. UPS will shall follow the final recommendations of the Substance Abuse Professional (SAP), concerning the appropriate after-care protocol and post rehabilitation unannounced alcohol testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will shall be suspended until resolution of the grievance. The provision of Article 16, Section 5 will shall apply to all employees requesting enrollment in a rehabilitation program following a positive alcohol test. Employees may use the United Parcel Service Employee Assistance Program, a union sponsored program, as well as any other referral service in choosing an approved program for treatment. Follow-up testing shall consist of at least six (6) tests in the first twelve (12) months following the driver's return to duty. The one (1) year period may be extended as necessary by written verification of the SAP. Employer Responsibilities Prior to allowing an employee to return to duty after the employee has tested positive for an alcohol concentration higher than .02, or has refused to submit to an alcohol test, the Employer shall: A. Ensure the employee is "alcohol free", defined as less than .02, based on an alcohol test. B. Ensure the employee has been evaluated by an SAP for alcohol use or abuse. C. Ensure and confirm with the SAP the employee demonstrates compliance with all conditions or requirements or a rehabilitation program in which he or she participated. Section 4.11.
Rehabilitation and Testing after Return to Duty. Substance Abuse Professional (SAP) Each Substance Abuse Professional (SAP) must be a licensed Doctor of Medicine or Osteopathy, or a licensed or certified psychologist social worker, employee assistance professional, or drug and alcohol counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substance-related disorders and be knowledgeable of the SAP function as it relates to Employer interest in safety-sensitive functions and applicable DOT agency regulations In addition, the SAP shall keep current on applicable DOT agency regulations and comply with the DOT qualification training and continuing education requirements. The SAP is responsible for performing the following functions:
