Consequences of a Positive Test. Any test that indicates a positive presence of any prohibited drug may result in the initiation of the internal affairs/discipline process.
Consequences of a Positive Test. B6.1 In the event the MRO reports the test results positive, an employee who tests positive for any of the drugs or alcohol referred to in this Policy may be subject to discipline up to, and including, termination.
Consequences of a Positive Test. The discipline for an employee, who tests positive for drugs, is set forth below: Violation Discipline
Consequences of a Positive Test. 1. Applicants for employment who test positive for drugs will not be hired.
Consequences of a Positive Test. An employee tested under a “reasonable suspicion” drug test and who tests positive for use of drugs as defined in Section 3(B) may be subject to immediate termination. However, any employee testing positive for the first time shall be allowed to enter a recognized certified rehabilitation program, in-state or out-of-state, in lieu of discipline with the full support and encouragement of the Commonwealth. An employee must provide documentation to the Department Head or his/her designee regarding entry into and successful completion of a drug rehabilitation program. Such documentation will indicate that the rehabilitation program is a certified, recognized program by the Massachusetts Department of Public Health. In addition, the employee shall provide the Department Head or his/her designee with proof of successful completion of said Rehabilitation program. The employee entering a Rehabilitation Program will sign the Rehabilitation Agreement with the Department (provided in Appendix DT-Article 30A) and abide by its terms and conditions. An employee’s seniority will not be interrupted by any in-patient or out-patient participation in a rehabilitation program as provided in this Article. The employee must successfully complete the rehabilitation program before returning to duty except as provided in Section 4F of this Article. Before being re-instated to duty the employee shall meet with the Department Head or his/her designee to discuss the Rehabilitation Program and its completion and to discuss assignment options. Such meeting(s) will be designed to assist the employee’s re-entry into the workplace. During any out-patient period of such rehabilitation program, an employee can continue to utilize accrued sick, vacation or other leave credits otherwise available to him/her by the Association-Employer Collective Bargaining Agreement to maintain compensation status. Regular compensation pursuant to the provisions of such Collective Bargaining Agreement shall not be received by an employee participating in an out-patient period of a rehabilitation program; provided, however, that if the Department Head or his/her designee receives from the rehabilitation program written communication advising that active work status is an affirmatively recommended component of the out-patient rehabilitation and that the employee is capable of that status, with full compensation as provided by the Association-Employer Collective Bargaining Agreement, and the Department Head or h...
Consequences of a Positive Test. Refusal to Test Any refusal to submit to a test shall be considered a positive test. Willful refusal to test, or an attempt to tamper with the test, is in violation of this policy and will be considered a positive test. Refusal to submit may include failure to provide an adequate breath or urine sample for testing unless medical reasons are confirmed. An employee who tests positive or who refuses to test will be subject to disciplinary action up to and including termination. Substance Abuse HC 5.105 4 Removal from Normal Duties Employees who test positive for controlled substances or alcohol, refuse to submit to such tests, or attempt to tamper with the test are in violation of this policy and shall be removed from performing normal duties pending further action. Employees who are ordered to test based on reasonable suspicion shall be removed from any duties in which they may pose a possible safety risk until the test results confirm they are medically fit to perform such duties. Removal from Eligibility Employees and applicants who have a confirmed positive pre-appointment test result for controlled substances or alcohol or refuse to test, will be denied appointment and may be considered ineligible for future employment.
Consequences of a Positive Test. Any employee who has engaged in prohibited conduct shall be immediately removed from the performance of any work, and w ill not perform any work until: - He/she has been evaluated by a Substance Abuse Professional (“SAP”) who will determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and controlled substances use. - If the employee has been identified by a SAP as needing assistance in resolving problems associated with alcohol or controlled substances, the employee must be reevaluated by a SAP and receive a determination that the employee has followed the rehabilitation program prescribed by the original evaluating SAP. - He/she has undergone a return-to-duty test with a result indicating a breath alcohol level of less than 0.02 and a controlled substance test with a verified negative result. If the employee has been identified by a SAP as needing assistance in resolving problems associated with alcohol or controlled substances, the employee will be subject to unannounced follow-up testing after returning to duty. The employee will be tested a minimum of six (6) times within the first twelve (12) months of returning to work. Follow-up testing may be extended for up to 60 months following the employee’s return to duty. The cost of evaluation and rehabilitation shall be the responsibility of the employee except, to the extent possible, said activities and costs will be covered by the City of Buffalo Substance Abuse Program or the employee’s health insurance drug rider. The cost of return to work tests, if any, shall be borne by the Buffalo Sewer Authority. If an employee has a positive alcohol or drug test, the employee must be removed from his/her duties. - Following the first positive test result: Once the employee has been on unpaid status for a period of two weeks, he/she may opt to access accrued vacation or personal time credited to him/her during the remainder of time he/she is unable to work pursuant to this policy. - Following a second positive test result occurring within 5 years of the employee’s return to work after the first positive result: Once the employee has been on unpaid status for a period of 30 days, he/she may opt to access accrued vacation or personal time credited to him/her during the remainder of time he/she is unable to work pursuant to this policy. In addition to the above, in the event a CWA member engages in prohibited conduct, the Buffalo Sewer Authority Rules and Regulation...
Consequences of a Positive Test. If an employee’s alcohol concentration is 0.02 or more, but less than 0.039, the employee must be immediately removed from duty for at least 24 hours. If the employee’s alcohol concentration is 0.04 or more, the employee has failed the test. Then, the employee must be immediately removed from performing any safety-sensitive function. If an employee has verified positive test for any prohibited controlled substance, the employee must immediately be removed from his/her safety-sensitive function and terminated from his/her employment with Cairo Public Utility Company. This disciplinary action is a matter of policy of Cairo Public Utility Company and not Department of Transportation Regulations. An employee who fails either a drug test or an alcohol test shall be provided information on resources available for evaluating and resolving problems associated with the misuse of alcohol and use of controlled substances. No employee shall be allowed to return to performing of a safety-sensitive function until the SAP certifies the employee has properly followed any prescribed rehabilitation program and has passed a return to duty alcohol test. The cost of rehabilitation program and/or counseling by a SAP shall be paid for through the company insurance program. Any part of the cost of rehabilitation and/or counseling not covered by insurance shall be paid for by the employee. Sick leave and insurance benefits will be allowed for rehabilitation resulting from alcohol abuse according to Company policy. Sick leave and insurance benefits will be allowed for substance abuse rehabilitation provided the employee requests use of such benefits prior to failing random drug testing. APPENDIX B Retiree Health Insurance Calculations Age of Retiree at time of Retirement Percent of Monthly Retiree Coverage Paid by Employer 2018 Dollar Amount 2019 Dollar Amount 2020 Dollar Amount (+4.0%) 2021 Dollar Amount (+4.0%) 2022 Dollar Amount (+4.0%) 2023 Dollar Amount (+4.0%) 60 54% $702.82 $733.32 $762.20 $792.69 $824.40 $857.38 61 63% $819.96 $855.40 $889.24 $924.81 $961.80 $1,000.27 62 72% $937.09 $977.76 $1,016.27 $1,056.92 $1,099.20 $1,143.17 63 81% $1,054.23 $1099.98 $1,143.31 $1,189.04 $1,236.60 $1,286.06 64 91% $1,171.37 $1222.20 $1,270.34 $1,321.15 $1,374.00 $1,428.96 Example 1: Employee A retires in 2019 at the age of 62. The Company will pay up to $977.76 per month towards the employee/retiree’s cost of health insurance. This payment will continue at such rate and will not increas...
Consequences of a Positive Test. A. An employee tested under a “reasonable suspicion” drug test, a random drug test, post -incident drug test or at the time of his/her annual/biennial physical and who tests positive for use of drugs as defined in Section 3(B) may be subject to immediate termination. However, any employee testing positive for the first time shall be allowed to enter a recognized, certified rehabilitation program, in-state or out-of-state, in lieu of discipline with the full support and encouragement of the Department.
Consequences of a Positive Test. An employee whose alcohol or drug test is positive. regardless of the reason for the test, is considered to be in violation of the Company’s policy and will be subject to adverse employment action, up to and including termination. Anyone terminated on account of a positive drug test may not reapply for a position with the Company for at least six (6) months.
