Return-To-Duty/Follow-Up Testing Sample Clauses

Return-To-Duty/Follow-Up Testing. A covered employee who has violated any of the prohibitions of this policy (See Section C) may be required to submit to a return to duty test before he/she may be returned to his/her position. The test result must indicate an alcohol concentration of less than 0.08 or a verified negative result on a controlled substances test.
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Return-To-Duty/Follow-Up Testing. A covered employee who has violated any of the prohibitions of this policy must submit to a return-to-duty test before he/she may be returned to an active duty. The test result must indicate an alcohol concentration of less than 0.02% or a verified negative result on a controlled substances test. In addition, because studies have shown that the relapse rate is highest during the first year of recovery, employee will be subjected to follow-up testing which is separate from the random testing obligation. The employee will be subjected to at least six (6) unannounced drug/ alcohol tests, but no more than eight (8) while on duty, unless recommended by the Substance Abuse Professional (SAP)1 during the first year back following the violation.
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Return-To-Duty/Follow-Up Testing. Employees who have violated Board Policy prohibiting use of alcohol and/or controlled substances shall be subject to Return-to-Duty/Follow-Up Testing.
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Return-To-Duty/Follow-Up Testing. This testing occurs when an employee who has previously tested positive is allowed to return to work under a “second-chance” or “last chance” agreement or when an employee who self-refers for assessment and/or treatment. This testing may include a drug and/or alcohol test. A return-to-duty test is required before employee is allowed to return to work and, if the employee fails this test, this will generally lead to termination of employment. Once an employee passes the drug and/or alcohol test and returns to work, there will be a series of four (4) or more additional tests conducted over a period of at least a year. Any employee with a second positive test result will be terminated.
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Return-To-Duty/Follow-Up Testing. Before any eligible employee returns to duty after engaging in prohibited conduct regarding drug use, or after completing a program for treatment of drug abuse, the employee shall undergo a return-to-duty drug test and must receive a verified negative result. The Company shall also ensure that after engaging in prohibited conduct regarding alcohol misuse, the employee undergoes a return-to-work alcohol test before an eligible employee returns to work. In the event a return-to-duty test is required, the employee may also be evaluated by a substance abuse professional and must participate in any assistance program prescribed. Upon return to work and compliance with the return-to-duty testing programs, employees who originally tested positive for drugs or alcohol shall also be subject to unannounced follow-up alcohol and/or drug testing. If subsequent drug test results are positive, you will be terminated immediately with no possibility of rehire.
Sample 1
Return-To-Duty/Follow-Up Testing. A covered employee who has violated any of the prohibitions of this policy (see Section C) must submit to a return to duty test before he/she may be returned to his/her position. The test result must indicate an alcohol concentration of 0.01 or less or a verified negative result on a controlled substances test. In addition, because studies have shown that the relapse rate is highest during the first year of recovery, the employee will be subject to follow-up testing which is separate from the random testing obligation. The employee will be subject to at least six (6) unannounced drug/alcohol tests during the first year back to the safety-sensitive position following the violation.
Sample 1
Return-To-Duty/Follow-Up Testing. The Employer will ensure that before an employee returns to work requiring the performance of their duties after engaging in conduct prohibited by this Policy, the employee shall undergo a return-to-duty follow-up test with a result indicating no measurable alcohol concentration or verified negative result for controlled substance use. In any event, if required by law, an employee will not be allowed to return to duty without first having been evaluated by the Employer’s Substance Abuse Professional in order to determine the employee’s fitness for duty. Following a determination that an employee is in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances, the employer shall ensure that the employee is subject to unannounced follow-up alcohol and/or controlled substances testing in consultation with a Substance Abuse Professional. Consequently, the employee shall be given at least six (6) unannounced tests during the 12-month period after returning to duty. The Substance Abuse Professional shall determine whether additional follow up testing is warranted over the next 48 months. III Testing Procedures The Employer has or will enter into an alcohol and drug testing agreement with Prevea Clinic. Testing may be done on both urine and breath (blood alcohol may also be required by law or at the request of an employee). Prevea Clinic or its designees shall be responsible for seeing that samples are sent to a certified laboratory and shall assist in the interpretation of the results. Employer may contract with a replacement testing service as long as such replacement service meets Federal standards under the Federal Omnibus Transportation Employee Testing Act of 1991 and the regulations thereunder.
Sample 1
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Return-To-Duty/Follow-Up Testing. The Employer will ensure that before an employee returns to work requiring the performance of their duties after engaging in conduct prohibited by this Policy, the employee shall undergo a return-to-duty follow-up test with a result indicating no measurable alcohol concentration or verified negative result for controlled substance use. In any event, if required by law, an employee will not be allowed to return to duty without first having been evaluated by the Employer’s Substance Abuse Professional in order to determine the employee’s fitness for duty. Following a determination that an employee is in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances, the employer shall ensure that the employee is subject to unannounced follow-up alcohol and/or controlled substances testing in consultation with a Substance Abuse Professional. Consequently, the employee shall be given at least six (6) unannounced tests during the 12-month period after returning to duty with the possibility of follow-up testing for up to 60 months after the employee returns to duty.
Sample 1

Related to Return-To-Duty/Follow-Up Testing

  • 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.

  • Follow-up Testing An employee shall submit to unscheduled follow-up drug and/or alcohol testing if, within the previous 24-month period, the employee voluntarily disclosed drug or alcohol problems, entered into or completed a rehabilitation program for drug or alcohol abuse, failed or refused a preappointment drug test, or was disciplined for violating the provisions of this Agreement and Employer work rules. The Employer may require an employee who is subject to follow-up testing to submit to no more than six unscheduled drug or alcohol tests within any 12 month period.

  • 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 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.

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