Confirmed Positive Test Sample Clauses

Confirmed Positive Test. The presence of drugs, drug metabolites, or alcohol in a person's body that equals or exceeds the established cut off levels as defined in Exhibit 1. For drugs, the sample will have undergone Laboratory screening and confirmation testing and must have been verified as positive by a Medical Review Officer. A positive test result for alcohol obtained through Evidential Breath Testing is considered a Confirmed Positive Test. Employee Assistance Program (EAP): An EAP is generally considered a workplace- based, confidential program designed to help employees deal effectively with a variety of personal problems, and, of relevance to this policy, substance abuse problems. The EAP promotes assessments and short-term counseling. An EAP shall also include any similar education or rehabilitation program provided by the Councilor its respective members. The Project Personnel that are required to participate in the EAP shall be responsible for the cost of their consultation with an EAP and/or participation in any education or rehabilitation program. Evidential Breath Testing Device (EBT): A device that is used to measure alcohol in the breath and which meets National Highway Traffic Safety Administration's specifications for precision and accuracy. Laboratory: A laboratory that is SAMHSA (Substance Abuse and Mental Health Services Administration) certified for the testing of drugs.
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Confirmed Positive Test. Any level of detected substances as outlined in 50.14B or alcohol test results that are 0.04 or greater.
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Confirmed Positive Test. An employee who has a confirmed positive test will be advised by the Employer of the resources available through the E.A.P. Employees shall be provided the best available treatment through established benefit plans (Sick & Accident) and health insurance coverage. Each employee who engages in conduct prohibited by this Substance Abuse Policy shall be evaluated by a substance abuse professional who shall determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and controlled substance use. This assistance may require referral to a qualified rehabilitation program. Before an employee returns to work after engaging in conduct prohibited by this Substance Abuse Policy he/she shall undergo a return-to-work alcohol test with a result indicating an alcohol concentration of less than 0.02 if the conduct involved alcohol, or a controlled substance test with verified negative results if the conduct involved a controlled substance. In addition, each employee identified as needing assistance in resolving problems associated with alcohol misuse or controlled substances use:
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Confirmed Positive Test. Is a second screening method of the blood/urine specimen as defined under Screening & Confirmation Procedures of the initial positive test to confirm the presence of a chemical substance(s) within that employees specimen. Employee: Denotes Sworn Personnel as applicable under circumstances prevailing at the time.
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Related to Confirmed Positive Test

  • Positive Test results for Antibiotics AFTER Milk is collected and has caused the TANKER TO RETURN A POSITIVE RESULT . UPON CUSTOMER RISK ASSESSMENT , MILK IS ACCEPTED. Supplier will not be paid for this Milk as it has tested positive for antibiotics and is deemed to be in breach of ACM Food Safety Program (see part 6.1 for details) and Milk Quality Standards (see Table 3.1). For all positive samples (vat or Tanker) Milk collection will be suspended until a negative sample is achieved. Any subsequent positive vat samples taken during this process will not be paid for. Only after a negative sample is achieved, will ACM schedule Milk for collection. Supplier will be required to complete a CAR (Corrective Action Report) which is a requirement of ACM’s Food Safety Program. Refer to section 4.3 Management of Non‐Conformance ‐ Incident Report in the ACM Food Safety Program manual.

  • Positive Test Result Where there has been a positive test result in a confirmatory test and in any confirmatory retest (if the employee requested one), the Employer will do the following unless the employee has furnished a legitimate medical reason for the 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:

  • Non-Paid Status During Treatment After Positive Test The employee will be in a non-pay status during any absence for evaluation or treatment, while participating in a rehabilitation program.

  • Direct Trunked Transport 7.3.2.1 Either Party may elect to purchase direct trunked transport from the other Party.

  • Correction Period (1) End of correction period. The last day of the correction period for an Operational Failure is the last day of the second plan year following the plan year for which the failure occurred. However, in the case of a failure to satisfy the requirements of § 401(k)(3), 401(m)(2), or 401(m)(9), the correction period does not end until the last day of the second plan year following the plan year that includes the last day of the additional period for correction permitted under § 401(k)(8) or 401(m)(6). If a 403(b) Plan does not have a plan year, the plan year is deemed to be the calendar year for purposes of this subsection.

  • Follow-up Testing An employee shall submit to unscheduled follow-up drug and/or alcohol testing if, within the previous 24-month period, the employee voluntarily disclosed drug or alcohol problems, entered into or completed a rehabilitation program for drug or alcohol abuse, failed or refused a preappointment drug test, or was disciplined for violating the provisions of this Agreement and Employer work rules. The Employer may require an employee who is subject to follow-up testing to submit to no more than six unscheduled drug or alcohol tests within any 12 month period.

  • Technical Objections No grievance shall be defeated merely because of a technical error, other than time limitations in the processing of the grievance through the grievance procedure. To this end, an arbitrator shall have the power to waive formal procedural irregularities in the processing of the grievance in order to determine the real matter in dispute.

  • Production definitively discontinued 10.1. If the holder of the approval completely ceases to manufacture a vehicle type approved in accordance with this Regulation, he shall so inform the authority which granted the approval. Upon receiving the relevant communication that authority shall inform thereof the other Parties to the 1958 Agreement applying this Regulation by means of a communication form conforming to the model in Annex 1 to this Regulation.

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