Road (792) Contract 2025-2027 - Laserfiche WebLink

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H 792 - Road Union Test results will be kept confidential in a secure file outside of the regular personnel files. Access to the file will be extremely restricted - only the County Commissioners, Employing Official, and Human Resources Director, or designee, will have access. All records will be treated in the most confidential fashion by the Employer and the Union Disclosures without employee consent may occur when: The information is compelled by law or judicial or administrative process. The information has been placed at issue in a formal dispute between the Employer and the prospective employee. The information is needed by medical personnel for the diagnosis or treatment of a patient who is unable to authorize disclosure. All costs associated with substance abuse testing, other than an independent analysis requested by the employee, will be paid by the Employer. Should analysis of the specimens indicate a negative level of a substance in an employee's system, the employee will be reinstated to the employee's former position Should analysis of the specimens indicate a positive level of a substance in an employee's system, the Employer shall meet with the employee within five (5) days of the receipt of the result for the purpose of advising the employee of the result, and to provide the employee the opportunity for response to any potential disciplinary proceedings. The employee's response may include the following: The employee will have the right to submit further information relative to the test results. The employee may request a confirmatory re-test of the original sample at the employee's own expense. The employee may request a confirmatory re-test be conducted at a different certified laboratory, with the same drug or alcohol threshold detection levels as used in the original test. lf the confirmatory re-test does not confirm the original positive test result, a third test shall be employed on the same specimen and the result of the third test shall be final. The cost of the third test shall be equally divided between the Employer and employee. Should analysis of the specimens described in Article 22.4 (D) of this Agreement indicate a positive levelof the substance in the employee's system, the Employer will have the following options: I Provide the employee an opportunity to enter into a Last Chance Agreement. As part of the Last Chance Agreement, the Human Resources Department will refer the employee to the Employee Assistance Program (EAP) to be evaluated by a qualified Substance Abuse Professional (SAP). The SAP will determine the extent of the employee's chemical dependency and whether the employee requires treatment services. The employee will be placed on an unpaid leave-of-absence so that the employee may enroll in and complete a certified alcohol and/or drug treatment program. An employee may use accumulated PTO during this period; and FMLA protections shall apply. Once the employee successfully completes L 2 3 J K. T 2 3 L. 24