Positive Alcohol Test Sample Clauses

Positive Alcohol Test a) Discipline administered for drinking at lunch or while on duty will continue to be governed by company practice.
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Positive Alcohol Test. Any breath or urine test that shows the presence of alcohol as specified in this policy.
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Positive Alcohol Test. Alcohol tests will be considered positive if the breath test indicates an alcohol presence of .04 or greater. If the test results are positive, the employee and supervisor will be notified before the employee leaves the test site. If an alcohol test indicates an alcohol concentration of at least .02, but less than .04, the test is considered negative, but the driver will be taken out of service for 24 hours. The driver must use annual leave or leave without pay. Supervisor will explain the employee’s options.
Sample 1
Positive Alcohol Test. 02 TO .039 1st Occurrence: The employee is sent home and can use accumu- lated sick or vacation time or elect no pay for the remainder of the pended. While under suspension, the EMPLOYER will find rea- sonable and non-safety sensitive work for the employee at that clas- sification's rate of pay. Before returning to a non-safety sensitive position, the Employee will be allowed to use any accrued vacation or sick time. The Employee will also be allowed to go on zero time, no pay, if they desire. The Employee must treat with an SAP and successfully complete all SAP rehabilitation. After being released by the SAP and successfully passing all testing required, including a return-to-duty test, the Employee's driving privileges will be rein- stated after having been cleared by the personnel office. 2nd Occurrence: The employee is discharged.
Sample 1
Positive Alcohol Test. Members who test positive for the use of alcohol, after being interviewed by the MRO, shall be relieved of duty. If the BAC test result is less than .1, but .04 or greater, then the employee will be directly referred to and immediately enrolled in the Employee Assistance Program, as described in Section XXIII, in lieu of any disciplinary action being taken. If the employee has a BAC of greater than .1 or has a second positive alcohol test, then the District has the right to discipline that employee up to and including dismissal.
Sample 1
Positive Alcohol Test. Employees who test positive for the use of alcohol, after being interviewed by the MRO, will be relieved of duty consistent with the CBA and applicable law. The City retains the right to discipline an employee who tests positive for alcohol with a BAC of .04 or greater up to and including dismissal. In the sole discretion of the City, employees who test positive for the use of alcohol who do not have a history of alcohol abuse may be referred to the EAP.
Sample 1

Related to Positive Alcohol Test

  • Alcohol Testing Alcohol testing will be conducted by using an evidential breath testing device (EBT) approved by the National Highway Traffic Safety Administration. Non-EBT devices may be used for initial screening tests. A screening test will be conducted first. If the result is an alcohol concentration level of less than 0.02, the test is considered a negative test. If the alcohol concentration level is 0.02 or more, a second confirmation test will be conducted. Levels of .04 or greater on the confirmation test will be considered positive.

  • 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.

  • DRUG/ALCOHOL TESTING 11.1 The parties agree that the maintenance of a drug/alcohol free work place is a goal of both the College and the Union. Employees are prohibited from possession, consumption and/or being under the influence of a controlled substance/alcohol while on the College’s premises or during time paid by the employer. Violations of this prohibition may result in a disciplinary action up to and including termination.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • 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:

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

  • 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.

  • Drug and Alcohol Testing – Safety-Sensitive Functions A. Employees required to have a Commercial Driver’s License (CDL) are subject to pre-employment, post-accident, random and reasonable suspicion testing in accordance with the U.S. Department of Transportation rules, Coast Guard Regulations (46 CFR Part 16) or the Federal Omnibus Transportation Employee Testing Act of 1991. The testing will be conducted in accordance with current Employer policy.

  • DRUGS & ALCOHOL Any incidents concerning drugs and/or alcohol shall be dealt with in accordance with the policy of the Building Industry Group Drug and Alcohol Safety and Rehabilitation Program as detailed in Appendix D of this Agreement.

  • Drug Test The compulsory production and submission of urine and/or blood, in accordance with departmental procedures, by an employee for chemical analysis to detect prohibited drug usage.

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