Return to Duty and Follow-up Testing. An employee who tests positive for an illegal drug, controlled substance and/or alcohol will generally be allowed to return to duty following compliance with all treatment recommendations and receipt of evaluation noting employee’s ability to return to work from the SAP or CDP. Employees will have a meeting with their Manager, Union representation before returning to work and may be subject to discipline up to and including termination. Employees who test positive a second time for an illegal drug, controlled substance or alcohol or who fail to comply with treatment requirements (as determined by the SAP or CDP) are subject to immediate termination. Follow up testing will be conducted when an individual who has violated the prohibited substance abuse conduct standards returns to work. Follow-up tests are unannounced and will be conducted as recommended by the SAP or CDP. Follow-up testing of CDL drivers must conform to DOT standards. Employees testing positive during the follow-up testing period are subject to discipline up to and including immediate termination.
Return to Duty and Follow-up Testing. Return to duty testing will be conducted before the follow-up testing will be conducted when an individual who has violated the prohibited drug and alcohol standards returns to performing safety-sensitive duties. Follow-up tests are unannounced and at least six tests must be conducted in the first 12 months after a driver returns to duty. Follow- up testing may be extended for up to 60 months following return to duty. Follow-up testing will be conducted only when the driver is performing safety-sensitive functions, just before the driver is to perform safety-sensitive functions or just after the driver has cease performing safety-sensitive functions.
Return to Duty and Follow-up Testing. 1. A Covered Employee must submit to a return-to-duty test before they resume performance of their job duties where they have either: a) tested positive following testing ordered under this Policy; b) have refused to comply with an order to submit to testing authorized by this Policy; or c) admitted to alcohol or drug use in violation of this Policy.
Return to Duty and Follow-up Testing. 20.7.1 An employee who tests positive for an illegal drug, controlled substance and/or alcohol will generally be allowed to return to duty following compliance with all treatment recommendations and receipt of evaluation noting employee’s ability to return to work the SAP or CDP. Employees will have a meeting with their Manager, Union representation before returning to work and may be subject to discipline up to and including termination. Employees who test positive a second (2nd) time for an illegal drug, controlled substance or alcohol or who fail to comply with treatment requirements (as determined by the SAP or CDP) are subject to immediate termination.
20.7.2 Follow up testing will be conducted when an individual who has violated the prohibited substance abuse conduct standards returns to work. Follow-up tests are unannounced and will be conducted as recommended by the SAP or CDP. Follow-up testing of CDL drivers must conform to DOT standards. Employees testing positive during the follow-up testing period are subject to discipline up to and including immediate termination.
Return to Duty and Follow-up Testing. An employee who tests positive for an illegal drug, controlled substance and/or alcohol will generally be allowed to return to duty following compliance with all treatment recommendations of the SAP or CDP. Employees who test positive a second time for an illegal drug, controlled substance or alcohol or who fail to comply with treatment requirements (as determined by the SAP or CDP) are subject to immediate termination. Follow up testing will be conducted when an individual who has violated the prohibited substance abuse conduct standards returns to work. Follow-up tests are unannounced and will be conducted as recommended by the SAP or CDP. Follow-up testing of CDL drivers must conform to DOT standards. Employees testing positive during the follow-up testing period are subject to discipline up to and including immediate termination.
Return to Duty and Follow-up Testing. An employee who tests positive for an illegal drug, controlled substance and/or alcohol will be allowed to return to duty following compliance with all treatment recommendations of the SAP or CDP. Employees who test positive a second time for an illegal drug, controlled substance or alcohol or who fail to comply with treatment requirements (as determined by the SAP or CDP) will be subject to discipline for just cause up to and including termination. Follow-up testing will be conducted when an individual who has violated the prohibited substance abuse conduct standards returns to work. Follow-up tests are unannounced and will be conducted as recommended by the SAP or CDP. Employees testing positive during the follow-up testing period will be subject to discipline for just cause up to and including termination.
Return to Duty and Follow-up Testing. I.4.10.1 If the employee is offered a "Re-Entry Agreement", the City of Moses Lake shall require, as a condition of continued employment, that before an employee returns to duty (requiring the performance of a safety-sensitive function) after engaging in conduct prohibited under the policy concerning alcohol, the employee shall undergo a return-to-duty alcohol test with a negative result.
Return to Duty and Follow-up Testing. Return-to-duty testing is required for a driver who violates this policy and/or federal requirements for continuing to perform safety-sensitive functions. The following test results are required: 1. an alcohol concentration of less than 0.02 2. a verified negative controlled substances test Follow-up testing is required if a driver does return to a safety-sensitive function. The federal rules and this policy calls for a minimum of six (6) announced tests during the first year back in a safety-sensitive position.
Return to Duty and Follow-up Testing. An employee who tests positive for an illegal drug, controlled substance and/or alcohol will generally be allowed to return to duty following compliance with all treatment recommendations of the SAP or CDP and a meeting with their Supervisor and Guild. Employees will be placed on a Last Chance Agreement. Employees who test positive a second time for an illegal drug, controlled substance or alcohol or who fail to comply with treatment requirements (as determined by the SAP or CDP) will be subject to discipline up to and including termination. Follow up testing will be conducted when an individual who has violated the prohibited substance abuse conduct standards returns to work. Follow-up tests are unannounced and will be conducted as recommended by the SAP or CDP. Employees testing positive during the follow-up testing period will be subject to discipline up to and including termination.
Return to Duty and Follow-up Testing. This test occurs when an employee who has previously tested positive and the decision is made to not terminate the employee under a “second chance” agreement. A negative return-to-duty test is required before the employee is allowed to return to work. If the employee fails this test, this will lead to termination of employment. Once the employee passes the drug and/or alcohol test and returns to work, management will follow the advice of the licensed Substance Abuse Professional (SAP) for additional unannounced tests with a minimum of four tests in the first year from the date of return to duty for the DFSP, with the final number of screenings based on individualized SAP recommendation. CDL employees are subject to a minimum of six tests during the first 12 months following the driver’s return to duty. Follow up tests for CDL employees may be done for up to 60 months. Since the employee triggered the need for further testing, the employee will be responsible for the cost of the minimum follow up testing required above and the return-to-duty test. Any costs associated with additional testing required to make sure the employee has not relapsed in violation of our DFSP and in contravention of the second chance agreement shall be equally divided between the employer and the employee. Reimbursement from the employee to the employer for these additional costs may be collected through a payroll deduction.
