Substance Abuse Professional Sample Clauses

Substance Abuse Professional. The Substance Abuse Professional (SAP) provides information to the employees regarding the following issues:
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Substance Abuse Professional. The City has designated a licensed individual with knowledge of substance abuse disorders and appropriate medical training to serve as its Substance Abuse Professional (“SAP”). The SAP shall determine whether employees who fail a drug or alcohol test or refuse to submit to such a test need assistance in resolving problems associated with substance abuse. The SAP will recommend a course of action to such employees and determine whether they follow through with the SAP’s recommendations. The SAP shall also determine the frequency and duration of follow-up testing for any such employees who are permitted by the City to return to work. The Substance Abuse Professional is obtained through Compsych, (800) 570 – 9315.
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Substance Abuse Professional. The Union and the Town shall mutually agree upon any individuals/agencies that serve as the Fire Department’s Employee Substance Abuse Professional. The SAP shall not be an employee of the Town. Neither party to this agreement shall have access to the records of the SAP without the express written consent of the other party. The SAP shall be notified that the production of any record must be made to both parties to this agreement unless either party expressly waives this requirement in writing. In addition to duties described elsewhere in this document, the SAP shall have the following duties as they relate to this policy:
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Substance Abuse Professional a licensed physician (medical doctor or doctor of osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substances related disorders. Test Refusal The following are considered a refusal to test if theemployee: ⮚ Fails to appear for any drug or alcohol test (except a pre-employment test) within a reasonable time, as determined by the employer, consistent with applicable agency regulations, after being directed to do so by the employer. ⮚ Fails to remain at the testing site until the testing process is complete; Provided,that an employee who leaves the testing site before the testing process commences for a pre- employment test is not deemed to have refused to test. ⮚ Fails to provide a urine or saliva/breath specimen for any drug or alcohol test, required by this part or City regulations; Provided, That an employee who does not provide a urine or saliva/breath specimen because he or she has left the testing site before the testing process commences for a pre-employment test is not deemed to have refused to test. ⮚ Tampers, adulterates, or substitutes a specimen. ⮚ In the case of a directly observed or monitored collection in a drug test, fails to permit the observation or monitoring of your provision of a specimen. ⮚ Fails to provide a sufficient amount of urine or breath when directed, and it has been determined, through a required medical evaluation, that there was no adequate medical explanation for the failure. ⮚ Fails or declines to take an additional drug or alcohol test the employer or collector has directed you to take. ⮚ Fails to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process, or as directed by the DER under. In the case of a pre- employment drug test, the employee is deemed to have refused to test on this basis only if the pre-employment test is conducted following a contingent offer of employment. If there was no contingent offer of employment, the MRO will cancel the test. ⮚ Fails to cooperate with any part of the testing process (e.g., refuse to empty pockets when directed by the collector, behaves in a confrontational way that disrupts the collection process, fails to wash hands after being directed to do so by theco...
Sample 1
Substance Abuse Professional. The affected Employee and Local Union shall be notified in writing within ten (10) days of any extension required by the SAP beyond the required one (1) year follow-up testing period. Tests shall be conducted under direct observation.
Sample 1
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Related to Substance Abuse Professional

  • SUBSTANCE ABUSE The dangers and costs that alcohol and other chemical abuses can create in the electrical contracting industry in terms of safety and productivity are significant. The parties to this Agreement resolve to combat chemical abuse in any form and agree that, to be effective, programs to eliminate substance abuse and impairment should contain a strong rehabilitation component. The local parties recognize that the implementation of a drug and alcohol policy and program must be subject to all applicable federal, state, and local laws and regulations. Such policies and programs must also be administered in accordance with accepted scientific principles, and must incorporate procedural safeguards to ensure fairness in application and protection of legitimate interests of privacy and confidentiality. To provide a drug-free workforce for the Electrical Construction Industry, each IBEW local union and NECA chapter shall implement an area-wide Substance Abuse Testing Policy. The policy shall include minimum standards as required by the IBEW and NECA. Should any of the required minimum standards fail to comply with federal, state, and/or local laws and regulations, they shall be modified by the local union and chapter to meet the requirements of those laws and regulations.

  • Substance Abuse Treatment Information Substance abuse treatment information shall be maintained in compliance with 42 C.F.R. Part 2 if the Party or subcontractor(s) are Part 2 covered programs, or if substance abuse treatment information is received from a Part 2 covered program by the Party or subcontractor(s).

  • CHILD ABUSE REPORTING CONTRACTOR hereby agrees to annually train all staff members, including volunteers, so that they are familiar with and agree to adhere to its own child and dependent adult abuse reporting obligations and procedures as specified in California Penal Code section 11164 et seq. and Education Code 44691. To protect the privacy rights of all parties involved (i.e., reporter, child and alleged abuser), reports will remain confidential as required by law and professional ethical mandates. A written statement acknowledging the legal requirements of such reporting and verification of staff adherence to such reporting shall be submitted to the LEA.

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