Testing Positive. 1. In the case of a "positive" test result, the employee will be so advised by the appropriate representative of the laboratory conducting the test, on a confidential basis, prior to the reporting of the results to the Employer, and the employee will have the right to discuss and explain the results, including the right to advise the laboratory representative of any medication prescribed by his/her own physician, which may have affected the results of the test.
2. An employee testing "positive" will have the right to have the secured portion of his/her urine or blood sample independently retested by a HHS-certified laboratory of his/her choice and at his/her expense. If the independent retest is "negative" the employee will be permitted to resume work immediately and be reimbursed for the cost of such independent test.
Testing Positive a. In the case of a “positive” test result, the employee will be so advised by the appropriate representative of the laboratory conducting the test, on a confidential basis, prior to the reporting of the results to the Employer, and the employee will have the right to discuss and explain the results, including the right to advise the laboratory representative of any medication prescribed by his/her own physician, which may have affected the results of the test.
b. An employee testing “positive” will have the right to ask for a retest of the original specimen within two (2) program days of receiving the initial test result. Such requests shall be in writing, signed, dated and shall be presented to the drug Program Coordinator. The laboratory performing such a test shall be certified by the national Institute on Drug Abuse and chosen by the employee.
c. Any such retest shall be at the expense of the employee.
d. In the event the employee’s independent retest is negative the employee will notify the Board and will be reimbursed the cost of the retest and credited any earned leave used.
e. An employee request for a retest shall not delay the imposition of appropriate action of the Board or referral to an alcohol and/or drug abuse assistance.
f. ALL test results pertaining to a given alcohol or drug test shall be maintained in the employee’s confidential medical file.
g. In the event of a positive test result, the employee may be subject to disciplinary action.
Testing Positive. 1. In the case of a “positive” test result, the employee will be so advised by the appropriate representative of the laboratory conducting the test, on a confidential basis, prior to the reporting of the results to the Employer or Board, and the employee will have the right to discuss and explain the results, including the right to advise the laboratory representative of any medication prescribed by his/her own physician, which may have affected the results of the test. If the employee fails to respond to any communication from the representative from the laboratory within three days from when contact was initiated by the representative, the representative from the laboratory may report the results to the Board.
2. After the initial and confirming Board paid tests, the employee has the right to have the secured portion of his/her urine or blood sample independently retested by a HHS-certified laboratory of his/her choice and at his/her expense. If the independent retest is “negative” the employee will be permitted to resume work immediately and be reimbursed for the cost of such independent test.
Testing Positive. 32 1. In the case of a “positive” test result, the employee will be 33 so advised by the appropriate representatives of the laboratory 34 conducting the test, on a confidential basis, prior to the reporting of 35 the results to the Employer, and the employee will have the right to 36 discuss and explain the results, including the right to advise the 37 laboratory representative of any medication prescribed by his/her 38 own physician, which may have affected the results of the test.
1 2. An employee testing “positive” will have the right to have 2 the secured portion of his/her urine or blood sample independently 3 retested by a HHS-certified laboratory of his/her choice and at 4 his/her expense. If the independent retest is “negative” the employee 5 will be permitted to resume work immediately and be reimbursed for 6 the cost of such independent test.
7 8. The Board shall encourage and refer the employee to participate in 8 drug and/or alcohol counseling, employee assistance, rehabilitation, 9 and other drug and alcohol abuse treatment programs. Employees 10 who have tested “positive” under these procedures will be 11 encouraged to accept a referral to such a Program.
Testing Positive. In the event an employee tests positive for drugs, a second more specific test on the same sample shall be made. If the employee tests positive, he/she shall be referred for immediate and appropriate treatment and counseling, and be subject to the terms of a last chance agreement as identified in the Substance Abuse Policies. Such employee shall be subject to unannounced testing for a period of two (2) years following the release to return to work. If the employee violates the terms of the treatment or tests positive during such period, he/she shall be subject to termination. Probationary employees who test positive shall be subject to the provisions of Article 22, Section 5. Test results may not be used in a criminal prosecution of the employee without the employee's consent unless otherwise compelled by subpoena.
Testing Positive. A. In the case of a “positive” test result, the employee will be so advised by the appropriate representative of the laboratory conducting the test, on a confidential basis, prior to the reporting of the results to the employer, and the employee will have the right to discuss and explain the results, including the right to advise the laboratory representative of any medication prescribed by his/her own physician, which may have affected the results of the test.
B. An employee testing “positive” will have the right to ask for a retest of the original specimen within two (2) program days of receiving the initial test result. Such requests shall be in writing, signed, dated and shall be presented to the Drug Program Coordinator. The laboratory performing such a retest shall be certified by the National Institute on Drug Abuse and chosen by the employee. An updated list of additional certified testing facilities will be provided to the employee upon receipt of a positive test result.
C. Any such retest shall be at the expense of the employee.
D. In the event the employee’s independent retest is negative, the employee will notify the Board and will be reimbursed the cost of the retest and credited any earned leave used.
E. An employee request for a retest shall not delay the imposition of appropriate action of the Board or referral to an alcohol and/or drug abuse assistance program.
F. ALL test results pertaining to a given alcohol or drug test shall be maintained in the employee’s confidential medical file.
G. In the event of a positive test result, the employee may be subject to disciplinary action.
Testing Positive. 1. In the case of a “positive” test result, the employee will be so advised by the appropriate representative of the laboratory conducting the test, on a confidential basis, prior to the reporting of the results to the Employer, and the employee will have the right to discuss and explain the results, including the right to advise the laboratory representative of any medication prescribed by his/her own physician, which may have affected the results of the test.
2. An employee testing “positive” will have the right to have the secured portion of his/her urine or blood sample independently retested by a HHS-certified laboratory of his/her choice and at his/her expense. If the independent retest is “negative” the employee will be permitted to resume work immediately and be reimbursed for the cost of such independent test.
3. In the case of a “positive” test result, the employee shall be so advised by the appropriate representative of the laboratory conducting the test, on a confidential basis, prior to the reporting of the results to the Board, and the employee shall have the right to discuss and explain the results, including the right to advise the laboratory representative of any medication prescribed by his/her own physician, which may have affected the results of the test.
4. The Board shall encourage and refer the employee to participate in drug and/or alcohol counseling, employee assistance, rehabilitation, and other drug and alcohol abuse treatment programs. Employees who have tested “positive” under these procedures will be encouraged to accept a referral to such a Program.
Testing Positive. If a student has test results that are positive, the medical facility that has administered the test will handle all due diligence to determine if the positive result is due to any viable medical or prescription related reason. Upon final confirmation that the test is indeed verified as a positive result, the student must schedule an assessment interview with an approved, qualified chemical dependency counselor within seventy-two (72) hours and complete said interview before the next scheduled test date. The student is also ruled ineligible until the next test date as per the Board of Education Policy 7:240. The chemical dependency counselor will secure the necessary release of information and make recommendations to the parents or guardians and the District designee regarding the student’s chemical dependency assessment and treatment recommendations. If the parents or guardians and/or student refuse to go for an assessment interview, a suspension from athletic/activities will be imposed. If, by the next test date, the student has still not completed an assessment interview, the suspension will continue. This will continue until the student completes said assessment or until the end of their high school career, whichever comes first. After serving the ineligible period, completing the assessment counseling process in entirety, and passing the next drug test with a negative result, the student will be returned to the random number pool and be eligible for random selection in future test dates.
Testing Positive. Any Associate that tests positive (29.2 (e)) for any intoxicating drug or mind-altering drug, alcohol, unlawful drug, or narcotic, shall be discharged.
Testing Positive. A participant who complies with the EAP specified treatment or education program may return to work once a return to work release has been obtained from the EAP. (See ATTACHMENTS XII & XIII).
