STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS Sample Clauses

STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS. All records of drug/alcohol testing will be stored separately and apart from the employee's general personnel documents. These records shall be maintained under lock and key at all times. Access is limited to designated The City of Wickliffe officials. The information contained in these files shall be utilized only to properly administer this Policy and to provide to certifying agencies for review as required by law. Designated City officials that shall have access to these records are charged with the responsibility of maintaining the confidentiality of these records. Any breach of confidentiality with regard to these records may be an offense resulting in termination of employment. Any employee tested under this Policy has the right to review and/or receive a copy of their own test results. An employee may request from the Drug-Free Coordinator, in writing, presenting a duly notarized Employee Request for Release of Drug Tests Results form, requesting that a copy of the test be provided. The City will use its best efforts to promptly comply with this request and will issue to the employee a copy of the results personally or by U.S. Certified Mail, Return Receipt Requested.
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STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS. All records of drug and alcohol testing will be stored within a specific folder within the employee’s personnel file, separate from general personnel documents. The City’s DFSP test results are considered a conditional report based on employment status and shall be subject to disclosure under the Public Records Act. CDL test results are protected under Federal Law and will not be released publicly. Any employees tested for drugs or alcohol under this Policy may have the right to review and/or receive a copy of their own test results. The retention period for drug and alcohol test results will be in compliance with the City of Ashtabula’s Record Retention Policy. Records of confirmed positive drug test results; alcohol test results of .02 or greater; documentation of refusals to take required alcohol and/or drug tests (including substituted or adulterated drug test results); SAP reports; and all follow-up tests and schedules for follow-up tests will be kept for five years. Records from previous employers will be kept for three years. Records of negative and cancelled drug test results and alcohol test results with a concentration of less than .02 will be kept for one year.
Sample 1
STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS. All records of drug/alcohol testing will be stored in The Department of Human Resources. These documents, along with medical records, are not kept as a part of an employee's general personnel file. Access is limited to designated Human Resources managers and the Union Chairperson or his/her designee. The information contained in these files shall be utilized only to properly administer this Policy and to provide to certifying agencies for review as required by law. Those individuals who have access to these records are charged with the responsibility of maintaining the confidentiality of these records. Any breach of confidentially with regard to these records may be an offense resulting in termination of employment. Any employees tested under this policy have the right to review or receive a copy of their own test results. An employee may request results from the Drug-Free Coordinator in writing, presenting a duly notarized Employee Request for Release of Drug Tests Results form, requesting that a copy of the test be provided. Oberlin College will use its best efforts to comply promptly with this request and will issue to the employee a copy of the results personally or by U.S. Certified Mail, Return Receipt Requested Memorandum of Agreement #2 Educational Opportunities The College hereby agrees to work with the Union to set guidelines for establishing scheduling that will allow for bargaining unit employees to take advantage of educational opportunities in a way that does not conflict with the needs of the College.
Sample 1

Related to STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS

  • Drug Test Results 1. All records pertaining to department-required drug tests shall remain confidential, and shall not be provided to other employers or agencies without the written permission of the person whose records are sought. However, medical, administrative, and immediate supervisory personnel may have access to relevant portions of the records as necessary to insure the acceptable performance of the officer's job duties.

  • Test Results The employer, upon request from an employee or former employee, will provide the confidential written report issued pursuant to 4.9 of the Canadian Model in respect to that employee or former employee.

  • Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.

  • Evaluation Results A. Evaluation results shall be used:

  • How to Update Your Records You agree to promptly update your registration records if your e-mail address or other information changes. You may update your records, such as your e-mail address, by using the Profile page.

  • Random Testing Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.6 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of random testing in accordance with the Grievance Procedure set out in this Collective Agreement.

  • Readiness Review Includes all plans to be implemented in one or more Service Areas on the anticipated Operational Start Date. At a minimum, the HMO shall, for each HMO Program:

  • Loop Testing/Trouble Reporting 2.1.6.1 Think 12 will be responsible for testing and isolating troubles on the Loops. Think 12 must test and isolate trouble to the BellSouth portion of a designed/non- designed unbundled Loop (e.g., UVL-SL2, UCL-D, UVL-SL1, UCL-ND, etc.) before reporting repair to the UNE Customer Wholesale Interconnection Network Services (CWINS) Center. Upon request from BellSouth at the time of the trouble report, Think 12 will be required to provide the results of the Think 12 test which indicate a problem on the BellSouth provided Loop.

  • Test The outer surface of the lamp lenses shall be subjected once or more than once to the action of the sand jet produced as described above. The jet shall be sprayed almost perpendicular to the surface to be tested. The deterioration shall be checked by means of one or more samples of glass placed as a reference near the lenses to be tested. The mixture shall be sprayed until the variation in the diffusion of light on the sample or samples measured by the method described in Appendix 2, is such that: Δ d = (T5 - T4) / T2 ≤ 0.0250 ± 0.0025 Several reference samples may be used to check that the whole surface to be tested has deteriorated homogeneously. Annex 6 - Appendix 4

  • Test Samples The Contractor is responsible for providing Samples of sufficient size for test purposes and for coordinating such tests with the Work Progress Schedule to avoid delay.

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