Removal from Duties i) An employee who is found to have engaged in prohibited alcohol conduct, as referenced in Section 2 (Prohibitions), will be removed immediately from work activities. Such an individual cannot resume work until he/she
(1) is evaluated by a substance abuse professional, (2) complies with any treatment recommendations, and (3) tests negative in a follow-up test.
ii) Any employee who has a positive result on the confirmation drug test will not be permitted to resume duties until he/she (1) is evaluated by a substance abuse professional, (2) complies with any recommended rehabilitation, and (3) tests negative in a follow-up drug test.
iii) Employees who must be removed from duties for prohibited conduct involving drugs or alcohol are subject to discipline and/or mandatory rehabilitation program. Referral for substance abuse problems is available through employee assistance and group insurance programs. Employees who are removed from duties due to suspicion of alcohol/drug abuse will be placed on approved leave of absence with pay, pending outcome of testing and determination of appropriate action, in accordance with Article VIII, Performance Management, of this agreement.
Removal from Duties. The Board may remove any principal or supervisor from his/her duties if such employee fails to produce a physician's certificate which states that he is medically able to continue working. This shall in no way prevent an employee from using accumulated sick leave or taking advantage of any other benefits provided for in law.
Removal from Duties. An employee who is found to have engaged in prohibited alcohol conduct, as referenced in Section 2 (Prohibitions), will be removed immediately from work activities. Such an individual cannot resume work until he/she (1) is evaluated by a substance abuse professional, (2) complies with any treatment recommendations, and (3) tests negative in a follow-up test. An employee who has a non-negative result on the initial drug test will be immediately removed from duties and placed on paid administrative leave, pending the results of the confirmation drug test. An employee who has a negative result on the confirmation drug test will return to work on their next scheduled shift following receipt of the results, or as instructed by their supervisor. An employee who has a positive result on the confirmation drug test will not be permitted to resume duties until he/she
(1) is evaluated by a substance abuse professional, (2) complies with any recommended rehabilitation, and (3) test negative in a follow-up drug test. This time will be unpaid beginning the date the employer receives notice of the positive confirmation drug test, however the employee may use accrued benefit time to remain in paid status. The employee may return to work while completing any recommended rehabilitation, if cleared by the substance abuse professional, and after a negative follow-up drug test. Employees who must be removed from duties for prohibited conduct involving drugs or alcohol are subject to discipline and/or mandatory rehabilitation program. Referral for substance abuse problems is available through employee assistance and group insurance programs. Employees who are removed from duties due to suspicion of alcohol/drug abuse may be placed on approved leave of absence with pay, pending outcome of testing and determination of appropriate action, in accordance with Policy and Rules, Regulation 16.063, Disciplinary Action.
Removal from Duties i) An employee who is found to have engaged in prohibited alcohol conduct, as referenced in Section 2 (Prohibitions), will be removed immediately from work activities. Such an individual cannot resume work until he/she (1) is evaluated by a substance abuse professional, (2) complies with any treatment recommendations, and
