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.
Return to Duty Testing. If an employee has engaged in prohibited conduct regarding alcohol and/or drug misuse, the employee must undergo a return to duty test prior to returning to the job. The test must indicate a breath alcohol concentration of less than 0.02 or a verified negative result for drug use. When an employee engages in prohibited conduct, the City must advise the employee of the resources available to evaluate and resolve drug and/or alcohol problems through the EAP program. In addition, each employee who engages in prohibited conduct must be evaluated by a substance abuse professional (SAP) who shall determine what assistance, if any, the employee needs in resolving drug and/or alcohol problems. On a first offense for a positive alcohol test, if the SAP determines that the employee requires assistance in handling an alcohol problem, the employee must properly follow the prescribed rehabilitation program. If the rehabilitation program requires time off, said time off will be granted with or without pay for up to sixteen weeks without a loss of seniority or benefit eligibility. During the period of rehabilitation the employee may elect to use any accrued vacation or sick time. Any paid time off (vacation or sick time) used in accordance with this provision shall be subtracted from the sixteen-week entitlement referred to herein. On a first offense for a positive drug test, if the SAP determines that the employee requires assistance in handling a drug problem, the employee must properly follow the prescribed rehabilitation program. If the rehabilitation program requires time off, said time off will be granted with or without pay for up to sixteen weeks without a loss of seniority or benefit eligibility. During the period of rehabilitation the employee may elect to use any accrued vacation or sick time. Any paid time off (vacation or sick time) used in accordance with this provision shall be subtracted from the sixteen-week entitlement referred to herein. When an employee has properly followed the prescribed rehabilitation, the employee must then be reevaluated by the substance abuse professional. If the SAP determines that the employee has properly followed the rehabilitation program, then the employee must undergo a return to duty test with a negative result as prescribed herein before being allowed to return to the performance of his job. In the event the employee fails to comply with the prescribed rehabilitation or fails to pass a return to duty test he or she shal...
Return to Duty Testing. Before an employee returns to duty after engaging in conduct prohibited by this policy, the employee shall undergo a return-to-duty alcohol and/or drug test with a result indicating an alcohol concentration of less than 0.02 and/or a drug test with a verified negative result.
Return to Duty Testing. Any employee permitted to return to work following a violation of this policy or in connection with a voluntary admission of alcohol misuse or drug use will be required to be evaluated by a substance abuse counselor, submit to any recommended treatment and/or education program, obtain a release to return to work from the substance abuse counselor, and complete a return-to-duty test with a negative test result. If a drug and/or alcohol test is cancelled, the employee will be subject to and required to pass another drug and/or alcohol test.
Return to Duty Testing. Prior to returning to duty, the district will require a driver who has violated the drug/alcohol rules to submit to a return-to-duty test. The results must indicate a negative result for drug abuse or a result of 0.00 on an alcohol test. (Also see Referrals, Evaluations, and Treatment.)
Return to Duty Testing. After engaging in prohibited conduct concerning alcohol, return to duty testing will be required of drivers before returning to perform an SSF. Employees must be tested and show a test result less than 0.02 for alcohol and/or the absence of controlled substances.
Return to Duty Testing. After a driver fails to pass an alcohol or controlled substance test the driver will be required to undergo and pass another test before the driver is permitted to operate a commercial motor vehicle.
Return to Duty Testing. Return-To-Duty Alcohol Test indicating an alcohol concentration of less than 0.02 and/or a Verified Negative Drug Test result is required before returning to a SSF.
Return to Duty Testing. 1. After engaging in prohibited alcohol conduct, an employee may not return to duty requiring the performance of a safety sensitive function until s/he takes a return to duty breath alcohol test with a result indicating an alcohol concentration of less than 0.02.
2. After engaging in prohibited controlled substances conduct, an employee may not return to duty requiring the performance of a safety sensitive function until s/he takes a return to duty urine drug test with a verified negative result for controlled substances use.
Return to Duty Testing a covered employee shall undergo testing with a verified negative result prior to returning to duty that requires the performance of a safety- sensitive function, any time after the employee engaged in prohibited conduct relative to alcohol and/or controlled substances.
