Return to Work Agreements. All employees who have a confirmatory positive test and participate in a counseling or rehabilitation program must enter into a Return to Work Agreement in substantially the form attached as Exhibit G before returning to work. Further, the employee must comply with the following conditions or be subject to disciplinary action, up to and including discharge:
Return to Work Agreements. If a team member has a confirmed positive test or voluntarily seeks assistance under this policy, he/she will be offered one opportunity to participate in rehabilitation. In such case, the team member must sign and abide by the terms set forth in a last chance Return-To- Work Agreement as a condition of continued employment. The team member must also pass a Return-to-Duty drug screening after completing rehabilitation and will also be subject to unannounced follow-up testing for 24 months. Any individual who fails to comply with the rules and regulations of a rehabilitation program or with the terms of the last chance Return-to-Work Agreement will be immediately terminated. Communication Communicating our policy to team members is critical to our success. To ensure all staff are aware of their role in supporting a drug free workplace: • Team members will be provided a written copy of the policy. • Information about the dangers of alcohol and drug use and the availability of help will be provided to all team members. • Management will allow a team member ordered to submit to testing the opportunity to consult with a Union representative upon request; provided the request does not delay the timely completion of the test. • Management shall, whenever possible, notify the Union Business Agent or designated Xxxxxxx(s) of the result of the follow-up drug/alcohol test within 72 hours after receiving notification of the test results and the written authorization to release results from the tested employee. • The Company will utilize drug and alcohol testing to help administer this Policy. The following types of testing will be used:
Return to Work Agreements. Following a violation of the drug-free workplace policy, an employee may be offered an opportunity to participate in rehabilitation. In such cases, the employee must sign and abide by the terms set forth in a Return-to-Work Agreement as a condition of continued employment.
