Testing Procedures for Reasonable Cause and Post-Accident Sample Clauses

Testing Procedures for Reasonable Cause and Post-Accident a. Any supervisor evaluating an employee for reasonable cause shall complete the Xxxxx County “Observation/Incident Report”. The Observation/Incident Report shall be sent to the appropriate department head and the Employee Relations Division of Xxxxx County Human Resources. Supervisors and managers will not be permitted to use this policy as a vehicle to harass employees. Supervisors and managers shall be subject to the disciplinary process up to and including termination if they engage in harassing behavior towards employees.
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Testing Procedures for Reasonable Cause and Post-Accident a. Any supervisor evaluating an employee for reasonable cause shall complete the RTC “Observation/Incident Report”. The Observation/Incident Report shall be sent to the appropriate department head and the Employee Relations Division of Human Resources. Supervisors and the RTC Chief Executive Officer or designee will not be permitted to use this policy as a vehicle to harass employees. Supervisors shall be subject to the disciplinary process up to and including termination if they engage in harassing behavior towards employees.
Sample 1
Testing Procedures for Reasonable Cause and Post-Accident a. Any supervisor evaluating an employee for reasonable cause shall complete the University Medical Center “Observation/Incident Report.” The Observation/Incident Report shall/must be sent to the appropriate Department Head and Human Resources. Supervisors and managers shall not be permitted to use this policy as a vehicle to harass employees. Supervisors and managers shall be subject to the disciplinary process up to and including suspension pending termination, if they engage in harassing behavior towards employees.
Sample 1
Testing Procedures for Reasonable Cause and Post-Accident. Any supervisor evaluating an employee for reasonable cause shall complete the Xxxxx County “Observation/Incident Report”. The Observation/Incident Report shall be sent to the appropriate department head and the Employee Relations Division of Xxxxx County Human Resources. Supervisors and managers will not be permitted to use this policy as a vehicle to harass employees. Supervisors and managers shall be subject to the disciplinary process up to and including termination if they engage in harassing behavior towards employees. If the employee is an eligible member of a bargaining unit, the supervisor is to advise him/her of his/her right to have an Association representative present prior to testing. Allow 30 minutes for an Association representative to appear. If mitigating circumstances warrant, the supervisor may wait up to a maximum of one (1) hour for an Association representative. The employee shall be relieved of duty and transported to a drug testing specimen collection site for a drug and alcohol screening. Once the test sample is collected, arrangements will be made to have the employee transported home. The sample will be tested and confirmed and chain of custody maintained by a Substance Abuse Mental Health Services Administration (SAMHSA) certified laboratory facility. An employee who is incapacitated to the point that he/she cannot provide a sample at the time of the incident, shall later provide the necessary authorization for releasing hospital or medical reports that would indicate whether or not the employee was under the influence of a drug and/or alcohol. Advise the employee that he/she will remain on paid status until the test sample is collected. After the sample is collected, the employee will be placed on leave in the following order as leave benefits are exhausted (sick leave, compensatory time, vacation leave, leave without pay) until the County receives the test results. If the test is negative, the County will make the employee whole. The results will be delivered by mail or carrier to the Employee Relations Division of Xxxxx County Human Resources, who will then immediately notify and make a copy of the report available to the employee. The employee’s department head or designee will be notified whether the test results are positive or negative. A drug test will be considered positive if the confirmation cutoff levels established by SAMHSA are exceeded. An alcohol test will be considered positive if the blood alcohol content is .0...
Sample 1

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