Return to Duty and Follow-Up Sample Clauses

Return to Duty and Follow-Up. ‌ An employee who enters an assistance program for drug and/or alcohol related problems, or a drug and/or alcohol rehabilitation program, may be required to submit to a drug test as a follow-up to such program, and on a periodic or random basis as determined by County. Periodic or routine testing shall continue until County is satisfied that the problem no longer exists. However, any such follow-up testing may be imposed no less than six (6) times within any 12 month period.
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Return to Duty and Follow-Up. An employee who has violated the prohibited alcohol or drug standards shall be tested for alcohol and/or drug use prior to his/her return to providing safety-sensitive duties. Follow-up tests are unannounced and at least six (6) tests must be conducted in the first twelve (12) months after an employee returns to duty. The employee agrees to bear the expense of the six (6) follow-up tests. Follow-up testing may be extended at the employee’s expense for up to 60 months under extreme circumstances following the return-to-duty. To the extent practicable, all tests will be conducted during the employee’s scheduled work hours. After a test for post-accident or reasonable suspicion, employees will be suspended and be allowed to utilize their accumulated sick leave until a test result is found. If the test result is found to be negative, sick leave utilized during the time of inability to work will be credited back. If a test result is positive. Sick leave will not be credited and appropriate disciplinary action, up to and including discharge, will be imposed.
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Return to Duty and Follow-Up. Follow up testing will be conducted when an individual who has violated the prohibited substance abuse conduct standards returns to performing safety-sensitive duties. Follow-up tests are unannounced and at least six (6) tests will be conducted in the first twelve (12) months after a driver returns to duty. Follow-up testing may be extended for up to sixty (60) months following return to duty if recommended by the Substance Abuse Professional. Employees testing positive during the extended testing period may be terminated at the discretion of the department, such determination made on a case-by-case basis.
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Return to Duty and Follow-Up. An employee who has violated the prohibited alcohol or drug standards shall be tested for alcohol and/or drug use prior to his/her return to performing safety-sensitive duties. During the interim period, an employee will be allowed to perform non-safety sensitive work, if available, during the period of testing. Follow-up tests are unannounced and at least six (6) tests must be conducted in the first twelve (12) months after an employee returns to duty. The Town of Burlington agrees to bear the expense of the six (6) follow-up tests. Follow-up testing may be extended for up to sixty (60) months following the return to duty.
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Return to Duty and Follow-Up. An employee who has violated the prohibited alcohol or drug standards shall be tested for alcohol and/or drug use prior to their return to performing safety-sensitive duties. Follow-up tests are unannounced and at least six (6) tests must be conducted in the first 12 months after an employee returns to duty. The Town of Franklin agrees to bear the expense of any tests required by DOT regulations. Follow-up testing may be extended for up to sixty (60) months at the discretion of the treating substance abuse professional. Refusal to Submit/Tampering: “Refusal to Submit” to a test is prohibited. Behavior that constitutes “Refusal to Submit” includes:
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Related to Return to Duty and Follow-Up

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Return to Duty Testing Any employee who has tested positive on a drug and/or alcohol test, and who was afforded the opportunity to return to work, must test negative for drugs and/or alcohol and be evaluated and released to duty by the Substance Abuse Professional before returning to work.

  • How Are Contributions to a Xxxx XXX Reported for Federal Tax Purposes You must file Form 5329 with the IRS to report and remit any penalties or excise taxes. In addition, certain contribution and distribution information must be reported to the IRS on Form 8606 (as an attachment to your federal income tax return.)

  • Xxxx XXX-to-Xxxx XXX Rollovers Assets distributed from your Xxxx XXX may be rolled over to the same Xxxx XXX or another Xxxx XXX of yours if the requirements of IRC Sec. 408(d)(3) are met. A proper Xxxx XXX-to-Xxxx XXX rollover is completed if all or part of the distribution is rolled over not later than 60 days after the distribution is received. In the case of a distribution for a first-time homebuyer where there was a delay or cancellation of the purchase, the 60- day rollover period may be extended to 120 days. Xxxx XXX assets may not be rolled over to other types of IRAs (e.g., Traditional IRA, SIMPLE IRA), or employer-sponsored retirement plans. You are permitted to roll over only one distribution from an IRA (Traditional, Xxxx, or SIMPLE) in a 12-month period, regardless of the number of IRAs you own. A distribution may be rolled over to the same IRA or to another IRA that is eligible to receive the rollover. For more information on rollover limitations, you may wish to obtain IRS Publication 590-B, Distributions from Individual Retirement Arrangements (IRAs), from the IRS or refer to the IRS website at xxx.xxx.xxx.

  • Failure to Return to Work If, upon the expiration of FMLA or CFRA Leave, or any District approved extension thereof including General Leave, an employee fails to return to work and no additional leave has been authorized, the employee shall be considered to have automatically resigned from his or her position. In such cases, the employee will receive advance notification of the District’s intent to implement an automatic resignation.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • Early and Safe Return to Work The Hospital and the Union both recognize their obligations in facilitating the early and safe return to work of disabled employees. The Hospital and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process.

  • Return to Service 11.7.5.1 Upon return to active service, the employee shall promptly complete the District absences form and submit it to the immediate or appropriate Administrator.

  • Intentionally Left Blank 5.1.2 The Parties are each solely responsible for participation in and compliance with national network plans, including the National Network Security Plan and the Emergency Preparedness Plan.

  • Recall to Duty Where the Employer recalls an Employee to perform work the Employee will be paid for a minimum for 3 hours work in accordance with the overtime provisions in clause 166 (Overtime) of this Appendix. If work continues for more than the initial 3 hours, the Employee will be paid for the actual time worked in accordance with the overtime provisions in clause 166 (Overtime) of this Appendix. If an Employee is recalled to duty within 3 hours of ceasing a previous work period, the total work period prior to re‑commencement of the work on the recall will be included in calculating the hours of duty for the day, and will also be included for the purposes of calculating a 16 hour work period.

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