Return to Work Testing. 31 Employees who test positive for being “under the influence” of drugs will be 1 required to test negative before returning to work. (Note that Federal law requires CDL 3 positive alcohol or drug test.)
Return to Work Testing a) An employee returning to work after a positive test will be subject to testing prior to returning to his/her position.
Return to Work Testing. Upon return to work for duty on the first shift for any leave of absence of 10 shifts or more (except Vacation) the employee will have a manipulative abilities test administered at the training tower by the Training Officer and/or his/her designee with the employee tested in the following areas:
Return to Work Testing. An employee who has submitted a positive drug, adulterant or alcohol test for work on the Project and who seeks to return to work on the Project after successfully completing all Program requirements, will consent and submit to periodic testing for up to one (1) year from his return at the direction of the Substance Abuse Coordinator. These tests are in addition to any reasonable cause, post-accident and random testing requirements. Employees removed from duty for reasonable cause and post-accident testing will remain off duty until test results are received. If the employee tests negatively, the employee will be reinstated with full backpay for lost time. Employees required to present for random testing will remain on duty unless and until the employee tests positively for a controlled substance and/or alcohol. If the employee tests positively, the employee will be barred from the Project effective the date and time of the specimen collection. Any employee so barred will not be eligible for reemployment on the Project until a period of not less than ninety (90) calendar days has passed and the employee has successfully completed a Sound Transit-approved counseling or rehabilitation program, at the employee’s expense. Before being rehired, any such employee must provide documentation of successful completion of the counseling or rehabilitation program to the Substance Abuse Coordinator and must complete a controlled substance test conducted by a Sound Transit-approved laboratory at the employee's expense. Such employees will be required to submit to periodic controlled substance and alcohol testing at Sound Transit’s request, for up to one year after they return to the Project. Any costs associated with the periodic testing will be the responsibility of the employee. The employee’s consent to such periodic testing, which shall be conducted in addition to reasonable cause and random testing, is a condition of reemployment. Any employee/applicant convicted for selling, using, manufacturing or possessing a controlled substance in any court of law will notify the Substance Abuse Coordinator within one (1) working day of the conviction. The conviction will be treated as a positive test result and the employee/applicant will be held to the same requirements set for this violation. Failure to report a conviction to the Substance Abuse Coordinator may lead to prohibition from the Project for up to one (1) year.
Return to Work Testing. When an employee has tested positive for drugs or alcohol during a random or post-accident test the same provisions apply as for all employees in the section above on Disciple and/or Treatment/Rehabilitation. In addition the following specific rules apply: - Employees will be referred to the EAP program or to other substance abuse counseling as part of their return to work requirements. - The employee must comply with any recommended rehabilitation. - The employee must have a negative re-test before being permitted to return to work. - Unannounced follow-up tests will be conducted at least 6 times within the first 12 months after an employee returns to work.
Return to Work Testing. Any employee returning to work after engaging in conduct in violation of this Policy must undergo a return to work test for which they will not be compensated. The results of any such drug and/or alcohol testing must be negative or the employee will not be allowed to return to work.
Return to Work Testing. An employee not actively employed for a period of thirty (30) or more consecutive days shall be required to submit to drug testing upon returning to work, where the employee’s absence was due to reasons other than worker’s compensation leave, pregnancy leave or other leave provided by statute. Return to work testing shall be conducted within fourteen (14) calendar days of the employee’s return to work.
Return to Work Testing. 9 Employees who test positive for being “under the influence” of 10 drugs will be required to test negative before returning to work. (Note that 11 Federal law requires CDL holders performing safety sensitive functions to 12 undergo return to work testing after a positive alcohol or drug test.)
Return to Work Testing. Employees who test positive to alcohol or illegal drugs, or refuse a test must produce a negative return to work test result before being allowed onsite as follows: • Illegal Drugs Positive – must provide a negative urine return to work test. • Refusal to test – must provide a negative urine and breathalyser return to work Test. • Alcohol Positive – must provide a negative breathalyser return to work test. If the employee reports to work for testing and tests positive once again they will be returned home and will not return to duties until a negative test result is provided. This will also be classed as a separate positive test result.
Return to Work Testing. A Participant Employee will not be permitted to return to work until such time as he/she receives a negative test result from a testing facility selected by the Trustees. Effective September 1, 2010 and continuing thereafter Participant Employees notified of a positive drug screen will have a period of thirty (30) days to provide a Return to Work negative screen in order to have their status returned to compliant. If a Participant Employee does not complete a Return to Work negative screen within thirty (30) days his/her status will be modified to Watch Block and he/she will be subject to a first random test. The status will remain non-compliant until the first random negative screen is completed. This same procedure will be followed for post-suspension testing. The expense of such testing (referred to as “Return to Work Testing”) will be at the expense of the Participant Employee whether the testing result is negative or positive. Return to Work Testing will be subject to the provisions of this Program regarding suspension periods and revocations of Drug Cards.
