Reporting Test Results. All drug tests results will be reviewed and interpreted by a physician Medical Review Officer (MRO). If the laboratory reports a positive result to the MRO, the MRO will contact the employee (by telephone), and conduct an interview to determine if there is an alternative medical explanation for the drugs found in the employee's urine specimen. If the employee provides appropriate documentation and the MRO determine that it is a legitimate medical use of the prohibited drug, the drug test result is reported as negative to the District. In all cases the MRO will maintain confidentiality and will report only those test results that are confirmed positive by scientific analysis using gas chromatography/mass spectrometry, and reviewed with the employee for medical explanation, directly to the District's Superintendent.
Reporting Test Results. 28.7.1 If the test results are positive, the Medical Review Officer will contact the officer to give him/her the opportunity to provide information which may legitimately justify the positive test in writing.
28.7.2 The Medical Contractor will provide all test results to the Vice Chancellor, Human Resources/Designee.
28.7.3 If test results are positive, the Vice Chancellor, Human Resources/Designee will confidentially notify the Chief/Acting Chief who will be responsible for initiating an investigation.
Reporting Test Results. A. Test results will be provided to the City Personnel Department Medical Liaison Officer via the City’s contract medical provider.
B. If the test results are “negative”, the firefighter will be notified in writing without delay.
C. If the test results are positive for legally prescribed drugs, the City Personnel Department will request the firefighter to provide written substantiation from his/her private doctor prescribing the drugs.
D. If test results are “positive” for alcohol (0.04 or above), illegal drugs, or inadequately explained legal drugs, the San Diego Fire-Rescue Department Human Resources Manager will be notified, and will be responsible for initiating an investigation resulting in the issuance of a disciplinary action to be held in abeyance, and a Last Chance Agreement may be offered by the City to an Employee in the City’s discretion. Any Last Chance Agreement will be held in a sealed envelope in the Department Personnel file for the duration of the Employee’s employment. Violation of the Last Chance Agreement may result in termination of employment. The discipline will be removed upon successful completion.
E. Alcohol tests results below the 0.04 level shall be cause for mandatory referral of the firefighter to the City’s Employee Assistance Program. However, no disciplinary investigation shall be initiated solely on the basis of the result, including those instances where the firefighter is on a last chance agreement. The Personnel Department shall be responsible for making the referral of the firefighter to the City’s Employee Assistance Program. It is agreed that the test results are confidential and the Personnel Department will not notify anyone including the Department, of the test result or the referral of the firefighter to the City’s Employee Assistance Program. If an employee fails or refuses to follow through with the initial mandatory EAP referral, the Personnel Department will notify San Diego Fire-Rescue Department for appropriate action. San Diego Fire- Rescue Department will not inquire of the Personnel Department or the employee as to the basis for the EAP referral, including, but not limited to whether there was an alcohol test and the results thereof.
Reporting Test Results. All drug test results will be reviewed and interpreted by a physician (Medical Review Officer [MRO]). If the laboratory reports a positive result to the MRO, the MRO will contact the employee in person or by telephone, and conduct an interview to determine if there is an alternative medical explanation for the drugs found in the employee’s urine specimen. If the employee provides appropriate documentation and the MRO determines that it is legitimate medical use of the prohibited drug, the drug test result is reported as negative to the District. In all cases, the MRO will maintain confidentiality and will report only those test results that are reviewed with the employee for medical explanation, directly to the Drug Program Manager. All positive test results found to be valid by the MRO will be reported by the District to the Department of Motor Vehicles.
Reporting Test Results. SPC testing and advising staff will provide training workshops to high school counselors so that they will understand the nature of the test results and can convey this information to the students participating in the testing program. This training will not exceed two hours. Training times will be arranged between the high school counseling staff and the college's testing and advising staff. High school counselors will be responsible for reporting test results to the students.
Reporting Test Results. 18.5.1 The Medical Contractor will provide test results to the Vice Chancellor Human Resources/Designee.
18.5.2 Upon receipt of the test results, the Vice Chancellor Human Resources/Designee will send written notification of the test results to the unit member’s home address. The notification shall be postmarked within two (2) working days, Monday-Friday, of District receipt of test results.
18.5.3 If the test results are positive, the Medical Review Officer will contact the unit member to give him/her the opportunity to provide information which may legitimately justify the positive test in writing.
18.5.4 If test results remain positive, the Vice Chancellor Human Resources/Designee will confidentially notify the Contract Training Manager who will be responsible for initiating an investigation.
Reporting Test Results. 24.10.1 Drug and alcohol test results will be handled in a manner consistent with the Privacy Act.
Reporting Test Results. Test results shall be reported to the RE as soon as possible by email and telephone. Copies of complete material test result reports, including data and calculation sheets, shall be provided to the RE in accordance with the timetable below: Location Sample Taken Test Performed Timing for Results to RE at Material Plant Sieve Analysis; Sand Equivalent (SE); or Cleanness Value (CV) Within 24 hours of test at Job Site Compaction; and/or Maximum Density Within 24 hours of test Sieve Analysis; Sand Equivalent (SE); or Cleanness Value (CV) Within 72 hours of test R Value; or Asphalt Extraction Within 96 hours of test The RE shall maintain a testing summary log for each test method performed more than once on the project (CT 217, CT 202 etc.), and by salient feature (structure backfill, subgrade, etc.). The testing summary log shall be consistent with Appendix H: Example of a Log Summary Sheet of the QAP Manual. At a minimum, the testing summary log shall contain the following information related to the testing: • Federal-Aid project number and title; • City contract number; • Name and ID number of the test method performed; • Date sample taken; • Location where sample was taken; • Date of test; • Name of tester; • Location of test; • Approximate quantity of material represented by the test; • Required passing result; • Actual test result; and • Resolution of any failing results. The logs shall be used by the RE to track that acceptance tests are performed at the required frequencies, that tester certifications are on file, and that all failing tests have been mitigated.
Reporting Test Results. 1. Test results will be provided to the Personnel Department’s Medical Program Administrator via the City’s contracted medical provider.
2. If the test results are “negative,” the Employee will be notified of their test results.
3. If test results are positive for legally-prescribed medications, Personnel will request that the Employee provide written substantiation from their private doctor prescribing the medications. Written documentation from the Employee’s private doctor is to be submitted to Personnel within seven business days from the date Personnel contacts the Employee. The Executive Assistant Chief of Internal Affairs will be notified and will be responsible for initiating an investigation.
4. If test results are positive for alcohol (0.02 or above), illegal drugs, or inadequately explained legal medications, the Department’s Executive Assistant Chief will be notified and will be responsible for initiating an investigation. Disciplinary action may be imposed. Alternatively, the disciplinary action may to be held in abeyance, and a Condition of Continued Employment (CCE) may be offered by City to an employee at the City’s discretion. Any CCE will be held in a sealed envelope in the Employee’s departmental personnel file. A copy of the CCE will be forwarded to Personnel’s Medical Program Administrator for the duration of the employee’s employment. Violation of the CCE may result in termination of employment. Upon request of the Employee or discovery by the designated department representative, the discipline related to the positive alcohol or drug test will be removed upon successful completion of the CCE.
Reporting Test Results. 1. Test results will be provided to the Personnel Department’s Medical Program Administrator via the City’s contract medical provider.
2. If the test results are “negative” the Employee will be notified in writing without delay.
3. If the test results are positive for legally prescribed medications, Personnel will request that the Employee provide written substantiation from their private doctor prescribing the medication. Written documentation from the Employee’s private doctor is to be submitted to Personnel within seven business days from the date Personnel contacts the Employee.
4. If test results are positive for alcohol (0.024 or above), illegal drugs or inadequately explained legal medications, the Department’s Deputy Chief of the Employee Services Division will be notified and will be responsible for initiating an investigation. Disciplinary action may be imposed. Alternatively, the disciplinary action may be held in abeyance and a Condition of Continues Employment (CCE) may be offered by City to an Employee at City’s discretion. Any CCE will be held in a sealed envelope in the Employee’s departmental personnel file. A copy of the CCE will be forwarded to Personnel’s Medical Program administrator for the duration of the employee’s employment. Violation of the CCE may result in termination of employment. Upon request of the Employee or discovery by the designated department representative, the discipline related to the positive alcohol or drug test will be removed upon successful completion of the CCE.
