Common use of Results of Positive Test Clause in Contracts

Results of Positive Test. Any employee who tests positive for alcohol concentration of 0.02 or higher is subject to discipline, up to and including termination. If a confirmation alcohol test measures 0.04 or greater, the City of Onalaska is required to: 1. Remove the employee from their position; 2. Before returning the employee to employment: a. refer the employee to the City of Onalaska’s EAP for assessment of an alcohol problem and a determination of whether participation in a treatment program is necessary and; b. obtain verification from a substance abuse professional that the employee has complied with any required rehabilitation or treatment program and; c. re-test within three (3) days of returning to work to verify that the employee’s alcohol concentration is below 0.02. d. The employee will enter a Last Chance Agreement with the City outlining the conditions of the Last Chance Agreement and the responsibilities of the employee which may include, but are not limited to: consent for follow up testing, abstaining from all drug/alcohol use during work, refraining from bringing drug/alcohol paraphernalia on City property, and having no further policy violations. If the confirmation test level is between 0.02 and 0.39 percent, the employee will be removed from their position for a minimum of 24 hours following the administration of the test. 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 Positive Test. Any employee who tests positive for alcohol concentration of 0.02 or higher is subject to discipline, up to and including termination. If a confirmation alcohol test measures 0.04 or greater, the City of Onalaska is required to: 1. Remove the employee from their position; 2. Before returning the employee to employment: a. refer the employee to the City of OnalaskaXxxxxxxx’s EAP for assessment of an alcohol problem and a determination of whether participation in a treatment program is necessary and; b. obtain verification from a substance abuse professional that the employee has complied with any required rehabilitation or treatment program and; c. re-test within three (3) days of returning to work to verify that the employee’s alcohol concentration is below 0.02. d. The employee will enter a Last Chance Agreement with the City outlining the conditions of the Last Chance Agreement and the responsibilities of the employee which may include, but are not limited to: consent for follow up testing, abstaining from all drug/alcohol use during work, refraining from bringing drug/alcohol paraphernalia on City property, and having no further policy violations. If the confirmation test level is between 0.02 and 0.39 percent, the employee will be removed from their position for a minimum of 24 hours following the administration of the test. 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.