Results of a Positive Test. Any employee who tests positive for controlled substances is subject to discipline, up to and including termination. As with an alcohol misuse violation, the City of Onalaska is required to act upon a positive drug test result in the following manner:
1. Remove the employee from the safety-sensitive position. This removal will only take place after the employee has been allowed to meet or speak with a Medical Review Officer (MRO) in order to determine that the positive drug test did not result from the authorized use of a controlled substance;
2. Refer the employee to the City of Onalaska’s EAP for assessment and subsequent compliance with recommended rehabilitation after a determination of a drug problem has been made;
3. Employee must be evaluated by a substance abuse professional or MRO and determined to be fit to return to work prior to their release of the employee;
4. Employee must have a negative result on a return-to-duty drug test. Follow-up testing to monitor the employee’s continued abstinence from drug use will be required if the employee is determined as needing rehabilitation as specified by the EAP and/or Outpatient Counselor to whom the employee is referred by the EAP.
5. For purposes of determining drug test results, a diluted test result shall be considered a positive test result. Before performing work-related duties, employees must notify their supervisor if they are taking any legally prescribed medication, therapeutic drug, or any non-prescription drug which contains any measurable amount of alcohol or which carries a warning label that indicated the employee’s mental functioning, motor skills, or judgement may be adversely affected by the use of this medication. A written report of this notification is to be filed by the supervisor with Human Resources. It is the responsibility of the employee to inform his/her physician of the type of safety-sensitive function that the employee performs in order that the physician may determine if the prescribed substance could interfere with the safe and effective performance of the employee’s duties or operation of City equipment. However, as required by the Federal Regulations, any employee who uses or possesses medication containing alcohol while on duty or who tests positive for alcohol will be removed from his/her position, and be subject to the provisions of this policy, even though the reason for the positive alcohol test is the fact that the employee’s prescription or non-prescription medic...
Results of a Positive Test. Any positive urine drug test results will be made known to the school counselor, who in turn will notify the parents/guardians/custodians and student. Parents at their own expense can appeal the result of the drug screenings lab. Parents can have the questioned specimen sent to another approved lab as long as the chain of custody is not jeopardized. All positive specimens will be frozen and kept by the drug screening company up to one year. If a test result comes back positive for a banned substance for a student and the parent can verify the student has a valid, active prescription for the substance that can be legally used for medical purposes in the state of Ohio and the United States, the positive result will be changed to a negative result.
Results of a Positive Test. Any positive urine drug test results will be made known to the building administrator, who in turn will notify the parents/guardians/custodians and student.
Results of a Positive Test. If a confirmation alcohol test results in any measurable alcohol concentration, the Employer is required to:
(a) Remove the employee from their position;
(b) Before returning the employee to employment, take the following steps:
(i) Refer the employee to a Substance Abuse Professional for assessment and a determination of whether participation in a treatment program is necessary;
(ii) Obtain a verification from a substance abuse professional that the employee has complied with any required rehabilitation or treatment program; and
(iii) Retest to verify that the employee has no measurable alcohol concentration.
(c) The employee will subsequently be given at least six (6) unannounced tests during the next year with the possibility of follow-up testing for up to 60 months. In the event that an employee is required to comply with breath testing as a result of a law enforcement investigation, the employee must submit to the examination. The test will be considered enforceable for purposes of this Policy if the testing officer is a qualified BAT and the EBT that was used for the test has been certified by the State of Wisconsin or a local law enforcement agency.
Results of a Positive Test. If a confirmation alcohol test results in any measurable alcohol concentration, the Employer is required to:
(a) Remove the employee from their position.
(b) Before returning the employee to employment, take the following steps:
(i) Refer the employee to a Substance Abuse Professional for assessment and a determination of whether participation in a treatment program is necessary;
(ii) Obtain a verification from a substance abuse professional that the employee has complied with any required rehabilitation or treatment program; and
(iii) Retest to verify that the employee has no measurable alcohol concentration.
(c) The employee will subsequently be given at least six (6) unannounced tests during the twelve (12) months after returning to duty. The Substance Abuse Professional shall determine whether additional follow up testing is warranted over the next forty-eight (48) months. In the event that an employee is required to comply with breath testing as a result of a law enforcement investigation, the employee must submit to the examination. The test will be considered enforceable for purposes of this Policy if the testing officer is a qualified BAT and the EBT that was used for the test has been certified by the State of Wisconsin or a local law enforcement agency.
