STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS. All records of drug/alcohol testing will be stored separately and apart from the employee's general personnel documents. These records shall be maintained under lock and key at all times. Access is limited to designated The City of Wickliffe officials. The information contained in these files shall be utilized only to properly administer this Policy and to provide to certifying agencies for review as required by law. Designated City officials that shall have access to these records are charged with the responsibility of maintaining the confidentiality of these records. Any breach of confidentiality with regard to these records may be an offense resulting in termination of employment. Any employee tested under this Policy has the right to review and/or receive a copy of their own test results. An employee may request from the Drug-Free Coordinator, in writing, presenting a duly notarized Employee Request for Release of Drug Tests Results form, requesting that a copy of the test be provided. The City will use its best efforts to promptly comply with this request and will issue to the employee a copy of the results personally or by U.S. Certified Mail, Return Receipt Requested.
STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS. All records of drug/alcohol testing will be stored in The Department of Human Resources. These documents, along with medical records, are not kept as a part of an employee's general personnel file. Access is limited to designated Human Resources managers and the Union Chairperson or his/her designee. The information contained in these files shall be utilized only to properly administer this Policy and to provide to certifying agencies for review as required by law. Those individuals who have access to these records are charged with the responsibility of maintaining the confidentiality of these records. Any breach of confidentially with regard to these records may be an offense resulting in termination of employment. Any employees tested under this policy have the right to review or receive a copy of their own test results. An employee may request results from the Drug-Free Coordinator in writing, presenting a duly notarized Employee Request for Release of Drug Tests Results form, requesting that a copy of the test be provided. Oberlin College will use its best efforts to comply promptly with this request and will issue to the employee a copy of the results personally or by U.S. Certified Mail, Return Receipt Requested Memorandum of Agreement #2 Educational Opportunities The College hereby agrees to work with the Union to set guidelines for establishing scheduling that will allow for bargaining unit employees to take advantage of educational opportunities in a way that does not conflict with the needs of the College.
STORAGE OF TEST RESULTS AND RIGHT TO REVIEW TEST RESULTS. All records of drug and alcohol testing will be stored within a specific folder within the employee’s personnel file, separate from general personnel documents. The City’s DFSP test results are considered a conditional report based on employment status and shall be subject to disclosure under the Public Records Act. CDL test results are protected under Federal Law and will not be released publicly. Any employees tested for drugs or alcohol under this Policy may have the right to review and/or receive a copy of their own test results. The retention period for drug and alcohol test results will be in compliance with the City of Ashtabula’s Record Retention Policy. Records of confirmed positive drug test results; alcohol test results of .02 or greater; documentation of refusals to take required alcohol and/or drug tests (including substituted or adulterated drug test results); SAP reports; and all follow-up tests and schedules for follow-up tests will be kept for five years. Records from previous employers will be kept for three years. Records of negative and cancelled drug test results and alcohol test results with a concentration of less than .02 will be kept for one year.
