Common use of Reporting Test Results Clause in Contracts

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. A. 1. Test results will be provided to the City Personnel Department Personnel’s Medical Liaison Officer Program Administrator via the City’s contract medical provider. B. 2. If the test results are “negative”, ,” the firefighter Fire Fighter will be notified in writing without delay. C. 3. If the test results are positive for legally legally-prescribed drugsmedications, the City Personnel Department will request that the firefighter to Fire Fighter provide written substantiation from his/her their private doctor prescribing the drugsmedications. D. 4. If test results are “positive” for alcohol (0.04 percent or above), illegal drugs, or inadequately explained legal drugsmedication, the San Diego Fire-Rescue Department Department’s Human Resources Manager will be notified, notified and will be responsible for initiating an investigation resulting in investigation. Disciplinary action may be imposed. Alternatively, the issuance of a disciplinary action may to be held in abeyance, and a Last Chance Agreement may be offered by the City to an Employee in the employee at City’s discretion. Any Last Chance Agreement will be held in a sealed envelope in the Department Personnel file for the duration of the Employeeemployee’s employment. Violation of the Last Chance Agreement may result in termination of employment. The discipline will be removed upon successful completioncompletion of the Last Chance Agreement. E. 5. Alcohol tests results below the 0.04 percent level shall be cause for a mandatory referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramProgram (EAP). However, no disciplinary investigation shall be initiated solely on the basis of the result, including those instances where the firefighter Fire Fighter is on a last chance agreementLast Chance Agreement. The Personnel Department shall be responsible for making the referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramEAP. It is agreed that the test Test results are confidential and the Personnel Department will not notify anyone anyone, including the Department, of the alcohol test result that is below 0.04 percent or the referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramEAP. If an employee fails or refuses to follow through with the initial mandatory EAP referral, the Personnel Department will notify San Diego Fire-Rescue the Department for appropriate action. San Diego Fire- Rescue The Department will not inquire of the Personnel Department or the employee as to the basis for the EAP referral, including, but not limited to to, whether there was an alcohol test and the results thereofof the test.

Reporting Test Results. A. 1. Test results will be provided to the City Personnel Department Personnel’s Medical Liaison Officer Program Administrator via the City’s contract medical provider. B. 2. If the test results are “negative”, ,” the firefighter Fire Fighter will be notified in writing without delay. C. 3. If the test results are positive for legally legally-prescribed drugsmedications, the City Personnel Department will request that the firefighter to Fire Fighter provide written substantiation from his/their his or her private doctor prescribing the drugsmedications. D. 4. If test results are “positive” for alcohol (0.04 % or above), illegal drugs, or inadequately explained legal drugsmedication, the San Diego Fire-Rescue Department Department’s Human Resources Manager will be notified, notified and will be responsible for initiating an investigation resulting in investigation. Disciplinary action may be imposed. Alternatively, the issuance of a disciplinary action may to be held in abeyance, and a Last Chance Agreement may be offered by the City to an Employee in the employee at City’s discretion. Any Last Chance Agreement will be held in a sealed envelope in the Department Personnel file for the duration of the Employeeemployee’s employment. Violation of the Last Chance Agreement may result in termination of employment. The discipline will be removed upon successful completioncompletion of the Last Chance Agreement. E. 5. Alcohol tests results below the 0.04 % level shall be cause for a mandatory referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramProgram (EAP). However, no disciplinary investigation shall be initiated solely on the basis of the result, including those instances where the firefighter Fire Fighter is on a last chance agreementLast Chance Agreement. The Personnel Department shall be responsible for making the referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramEAP. It is agreed that the test Test results are confidential and the Personnel Department will not notify anyone anyone, including the Department, of the alcohol test result that is below 0.04 % or the referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramEAP. If an employee fails or refuses to follow through with the initial mandatory EAP referral, the Personnel Department will notify San Diego Fire-Rescue the Department for appropriate action. San Diego Fire- Rescue The Department will not inquire of the Personnel Department or the employee as to the basis for the EAP referral, including, but not limited to to, whether there was an alcohol test and the results thereofof the test.

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 envelop 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- 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. A. 1. Test results will be provided to the City Personnel Department Personnel’s Medical Liaison Officer Program Administrator via the City’s contract medical provider. B. 2. If the test results are “negative”, ,” the firefighter Fire Fighter will be notified in writing without delay. C. 3. If the test results are positive for legally legally-prescribed drugsmedications, the City Personnel Department will request that the firefighter to Fire Fighter provide written substantiation from his/his or her private doctor prescribing the drugsmedications. D. 4. If test results are “positive” for alcohol (0.04 percent or above), illegal drugs, or inadequately explained legal drugsmedication, the San Diego Fire-Rescue Department Department’s Human Resources Manager will be notified, notified and will be responsible for initiating an investigation resulting in investigation. Disciplinary action may be imposed. Alternatively, the issuance of a disciplinary action may to be held in abeyance, and a Last Chance Agreement may be offered by the City to an Employee in the employee at City’s discretion. Any Last Chance Agreement will be held in a sealed envelope in the Department Personnel file for the duration of the Employeeemployee’s employment. Violation of the Last Chance Agreement may result in termination of employment. The discipline will be removed upon successful completioncompletion of the Last Chance Agreement. E. 5. Alcohol tests results below the 0.04 percent level shall be cause for a mandatory referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramProgram (EAP). However, no disciplinary investigation shall be initiated solely on the basis of the result, including those instances where the firefighter Fire Fighter is on a last chance agreementLast Chance Agreement. The Personnel Department shall be responsible for making the referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramEAP. It is agreed that the test Test results are confidential and the Personnel Department will not notify anyone anyone, including the Department, of the alcohol test result that is below 0.04 percent or the referral of the firefighter Fire Fighter to the City’s Employee Assistance ProgramEAP. If an employee fails or refuses to follow through with the initial mandatory EAP referral, the Personnel Department will notify San Diego Fire-Rescue the Department for appropriate action. San Diego Fire- Rescue The Department will not inquire of the Personnel Department or the employee as to the basis for the EAP referral, including, but not limited to to, whether there was an alcohol test and the results thereofof the test.

Reporting Test Results. A. Test results will be provided to the City Personnel Department Department’s Random Drug Testing Coordinator by the Medical Liaison Officer via the City’s contract medical providerContractor. B. If the test results are “negative”, the firefighter The lifeguard will be notified of his/her test results in writing without delay. C. If the test results are positive for legally prescribed drugs, the City Personnel Department Department’s Random Drug Testing Coordinator will request the firefighter lifeguard to provide written substantiation from his/her private doctor prescribing acceptable documentation, such as a medical prescription or doctor’s statement, to explain the drugspresence of this drug. D. If test results are “positive” positive for alcohol (0.04 .04 or above), illegal drugs, drugs or inadequately explained legal drugs, the San Diego Fire-Rescue Department Fire and Life Safety Services Human Resources Manager Director will be notified, notified and will be responsible for initiating an investigation investigation, resulting in the issuance of a disciplinary action to be held in abeyance, abeyance and a Last Chance Agreement may be offered by to 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 completionlifeguard. E. Alcohol tests test results below the 0.04 level shall be cause for mandatory referral of the firefighter lifeguard 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 lifeguard is on a last chance agreementLast Chance Agreement. The Personnel Department shall be responsible for making the referral of the firefighter lifeguard 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, Fire and Life Safety Services of the test result or the referral of the firefighter lifeguard 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 Fire and Life Safety Services for appropriate action. San Diego Fire- Rescue Department Fire and Life Safety Services 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.