Common use of Testing Procedures Clause in Contracts

Testing Procedures. (1) All testing will be conducted according to SAMHSA guidelines and will include a screening test; a confirmation test; review by a Medical Review Officer, including the opportunity for employees who test positive to provide legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. Any employee who disputes the positive results shall have the right within ten (10) working days of when he is notified of the test results to have his initial sample independently retested by a SAMHSA certified laboratory of his choice at his own expense. If the independent retest results in a negative result, that negative result shall be considered a successful completion of the drug testing, and the employee will be put back to work immediately, be reimbursed for the cost of the retesting, and be made whole for any loss of pay occasioned by the first positive test results. (2) All laboratory reports and test results shall be treated as confidential medical information and shall be maintained in a medical file separate from the employee’s personnel file. Tests results shall be disclosed by the testing facility to the Medical Review Officer (MRO) only. After interpreting the test results the MRO shall communicate to the Employer, the employee and the Union only that the test result is “positive” or “negative.” (3) Job applicants testing positive for drug use may be suspended from consideration by Employer for a period of two (2) months. An applicant may be considered upon re-application after a shorter period, however, if he or she can demonstrate meaningful participation in a rehabilitation program following the positive drug test. (4) Employers must notify employees, applicants for employment and the union in advance of any drug testing requirements. The employee shall be allowed to contact a union representative prior to submitting to the drug/alcohol testing.

Testing Procedures. (1) All testing will be conducted according to SAMHSA guidelines and will include a screening test; a confirmation test; review by a Medical Review Officer, including the opportunity for employees who test positive to provide legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. Any employee who disputes the positive results shall have the right within ten (10) working days of when he is notified of the test results to have his initial sample independently retested by a SAMHSA certified laboratory of his choice at his own expense. If the independent retest results in a negative result, that negative result shall be considered a successful completion of the drug testing, and the employee will be put back to work immediately, be reimbursed for the cost of the retesting, and be made whole for any loss of pay occasioned by the first positive test results. (2) All laboratory reports and test results shall be treated as confidential medical information and shall be maintained in a medical file separate from the employee’s personnel file. Tests Test results shall be disclosed by the testing facility to the Medical Review Officer (MRO) only. After interpreting the test results results, the MRO shall communicate to the Employer, the employee and the Union only that the test result is “positive” or “negative”.” (3) Job applicants testing positive for drug use may be suspended from consideration by Employer for a period of two (2) months. An applicant may be considered upon re-application after a shorter period, however, if he or she can demonstrate meaningful participation in a rehabilitation program following the positive drug test. (4) Employers must notify employees, applicants for employment and the union in advance of any drug testing requirements. The employee shall be allowed to contact a union representative prior to submitting to the drug/alcohol testing.

Testing Procedures. (1) All testing will be conducted according to SAMHSA guidelines and will include a screening test; a confirmation test; review by a Medical Review Officer, including the opportunity for employees who test positive to provide legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. Any employee who disputes the positive results shall have the right within ten (10) working days of when he is notified of the test results to have his initial sample independently retested by a SAMHSA certified laboratory of his choice at his own expense. If the independent retest results in a negative result, that negative result shall be considered a successful completion of the drug testing, and the employee will be put back to work immediately, be reimbursed for the cost of the retesting, and be made whole for any loss of pay occasioned by the first positive test results. (2) All laboratory reports and test results shall be treated as confidential medical information and shall be maintained in a medical file separate from the employee’s personnel file. Tests Test results shall be disclosed by the testing facility to the Medical Review Officer (MRO) only. After interpreting the test results results, the MRO shall communicate to the Employer, the employee and the Union only that the test result is “positive” or “negative”.” (3) Job applicants testing positive for drug use may be suspended from consideration by Employer for a period of two (2) months. An applicant may be considered upon re-application after a shorter period, however, if he or she can demonstrate meaningful participation in a rehabilitation program following the positive drug test. (4) Employers must notify employees, applicants for employment and the union in advance of any drug testing requirements. The employee shall be allowed to contact contract a union representative prior to submitting to the drug/alcohol testing.

Testing Procedures. (1) All testing will be conducted according to SAMHSA guidelines and will include a screening test; a confirmation test; review by a Medical Review Officer, including the opportunity for employees who test positive to provide legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. Any employee who disputes the positive results shall have the right within ten (10) working days of when he is notified of the test results to have his initial sample independently retested by a SAMHSA certified laboratory of his choice at his own expense. If the independent retest results in a negative result, that negative result shall be considered a successful completion of the drug testing, and the employee will be put back to work immediately, be reimbursed for the cost of the retesting, and be made whole for any loss of pay occasioned by the first positive test results. (2) All laboratory reports and test results shall be treated as confidential medical information and shall be maintained in a medical file separate from the employee’s personnel file. Tests Test results shall be disclosed by the testing facility to the Medical Review Officer (MRO) only. After interpreting the test results results, the MRO shall communicate to the Employer, the employee and the Union only that the test result is “positive” or “negative”.” (3) Job applicants testing positive for drug use may be suspended from consideration by Employer for a period of two (2) months. An applicant may be considered upon re-application after a shorter period, however, if he or she can demonstrate meaningful participation in a rehabilitation program following the positive drug test. (4) Employers must notify employees, applicants for employment and the union Union in advance of any drug testing requirements. The employee shall be allowed to contact a union Union representative prior to submitting to the drug/alcohol testing.

Testing Procedures. (1) All testing will be conducted according to SAMHSA guidelines and will include a screening test; a confirmation test; review by a Medical Review Officer, including the opportunity for employees who test positive to provide legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. Any employee who disputes the positive results shall have the right within ten (10) working days of when he is notified of the test results to have his initial sample independently retested by a SAMHSA XXXXXX certified laboratory of his choice at his own expense. If the independent retest results in a negative result, that negative result shall be considered a successful completion of the drug testing, and the employee will be put back to work immediately, be reimbursed for the cost of the retesting, and be made whole for any loss of pay occasioned by the first positive test results. (2) All laboratory reports and test results shall be treated as confidential medical information and shall be maintained in a medical file separate from the employee’s personnel file. Tests Test results shall be disclosed by the testing facility to the Medical Review Officer (MRO) only. After interpreting the test results results, the MRO shall communicate to the Employer, the employee and the Union only that the test result is “positive” or “negative”.” (3) Job applicants testing positive for drug use may be suspended from consideration by Employer for a period of two (2) months. An applicant may be considered upon re-application after a shorter period, however, if he or she can demonstrate meaningful participation in a rehabilitation program following the positive drug test. (4) Employers must notify employees, applicants for employment and the union Union in advance of any drug testing requirements. The employee shall be allowed to contact a union Union representative prior to submitting to the drug/alcohol testing.