Second Offense. Where an employee tests positive, and the employee has previously participated in one program of treatment required by the Employer, the Employer may discharge the employee from employment.
Second Offense. The employee will be suspended for 10 days without pay and must agree to sign a Return-to-Duty Contract.
Second Offense. Any employee who tests positive for drugs and/or alcohol within five (5) years of his or her previous positive test will be automatically terminated. If an employee has previously tested positive for drugs and/or alcohol (.02 or greater), an alcohol concentration of .04 or greater shall be considered a Second Offense under this section and the employee will be automatically terminated. If a drug test result is positive:
Second Offense. Students will lose recess time for an entire week and the student’s parent/guardian must pick up the equipment from the office during school hours (7:30 a.m. – 4:00 p.m.).
Second Offense. The employee shall receive a suspension without pay for a period of time based on the severity of the infraction and shall be required to sign and successfully complete the conditions of a LCA which includes a rehabilitation and aftercare program.
Second Offense. Written safety violation. The safety violation report describes the violation, the date, and the person involved. A written violation will remain on file for a period of 12 months.
Second Offense. For full-time employees averaging 37½ hours a week, the employee shall forfeit 60 hours (7.5 days) of accrued sick leave (75% of the normal annual accumulation) for the second offense. (If the entire 60 hours as specified previously cannot be deducted from the accumulated total due to the accrual amount, the negative balance will be carried over until the entire 60 hours can be deducted.)
Second Offense. A bargaining unit member who experiences an AWOL for the second time will be subject to discharge.
Second Offense. Either a verbal warning with documentation or a written reprimand will be given, depending on the seriousness of the issue. The document will be placed in the ESP’s official personnel file.
Second Offense. The Employer has the right to terminate the employee, which shall be subject to the grievance procedure. When the employee tests positive for drugs or alcohol following an accident or an incident involving property damage and/or injury to person(s), then the employee shall be terminated.
