Second Positive Test Result Clause Samples

Second Positive Test Result i. Where an Employee tests positive on a confirmatory test for the second time for alcohol or drug abuse of a legal substance, which prevents the Employee from performing the functions of the job or constitutes a direct threat to property or safety of others, the Employer may discipline the Employee up to and including discharge. ii. Where an Employee tests positive on a confirmatory test for the second time for drug use of a controlled substance, the Employer shall immediately discharge the Employee from employment.
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Second Positive Test Result. The provisions below apply to an Employee who has previously tested positive, and tests positive a second time pursuant to such random testing, sporadic testing or any other testing under this policy:
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Second Positive Test Result. 1. Where an Employee tests positive on a confirmatory test for the second time for alcohol or drug use, the Employer will discharge the Employee.
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Second Positive Test Result. Either of the following occurrences will count as a second positive: With an EBT of 0.02 or greater but less than 0.04, the employee will be removed without pay from duty for a minimum of 24 hours, and will be referred to a Substance Abuse Professional (SAP) for evaluation and will be given one (1) additional day off without pay. With an EBT of 0.04 or greater, or if tested positive for prohibited drug use, the employee will be removed without pay from duty for a minimum of 24 hours and will also be given five (5) additional days off without pay. The employee will be referred to a Substance Abuse Professional (SAP) for evaluation. It is expected that the employee will comply with the SAP’s recommendations with written verification to the Village. If the employee does not comply with the Substance Abuse Professional (SAP) recommendations, an additional thirty (30) days off without pay will be given. If compliance does not occur, then Step 3 may be enforced.
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Second Positive Test Result. An employee that produces a second confirmed positive drug or alcohol test shall be terminated immediately without recourse.
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Second Positive Test Result. Where alcohol or drug abuse prevents the Employee from performing the essential functions of the job in question or constitutes a direct threat to property or the safety of others or otherwise constitutes a bona fide occupational qualification, the Employer may discipline the Employee including, but not limited to, discharge from employment.
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Related to Second Positive Test Result

  • Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.

  • CONSEQUENCES OF POSITIVE TEST RESULTS For post-Accident or reasonable suspicion, a Covered Employee shall be immediately removed from performing his or her job or, in the alternative, may be temporarily reassigned to work that is not safety-sensitive if such work is available. The Covered Employee shall be subject to disciplinary action, and shall meet with the SAPC, as set forth in Exhibit A, and section 10 below, if the Covered Employee: 1. Is confirmed to have tested positive for alcohol or drugs; 2. Refuses to Submit to testing; or 3. Has submitted a specimen that the testing laboratory report is an Adulterated or Substituted Specimen. a. If the Union disagrees with the proposed disciplinary action, it may use the grievance procedure as set forth in the parties’ MOU, provided, however, that such a grievance must be initiated at the Employee Relations Director step, unless the parties otherwise mutually agree. b. All proposed disciplinary actions imposed because of a positive drug/alcohol test(s) shall be administered pursuant to the disciplinary matrix set forth in Exhibit A. Subject to good cause, the City may impose discipline for conduct in addition to the discipline for a positive drug/alcohol test. The positive test may be a factor in determining good cause for such additional discipline. c. In the event the City proposes disciplinary action, the notice of the proposed discipline shall contain copies of all laboratory reports and any other supporting documentation upon which the City is relying to support the proposed discipline.

  • Test Results The employer, upon request from an employee or former employee, will provide the confidential written report issued pursuant to 4.9 of the Canadian Model in respect to that employee or former employee.

  • ODUF Pack Rejection 6.4.1 Image Access will notify BellSouth within one (1) business day of rejected packs (via the mutually agreed medium). Packs could be rejected because of pack sequencing discrepancies or a critical edit failure on the Pack Header or Pack Trailer records (e.g., out-of-balance condition on grand totals, invalid data populated). Standard ATIS EMI error codes will be used. Image Access will not be required to return the actual rejected data to BellSouth. Rejected packs will be corrected and retransmitted to Image Access by BellSouth.