Allegra d and orange juice

An employee may make a legal challenge pursuant to Statute or appeal employment decisions made pursuant to this program in accordance with Chapter 20: Appeals Policy of these Regulations. When an employee initiates the appeal process, it shall be the employee's responsibility to notify the Human Resources Manager and the laboratory in writing that such an appeal has been filed, reference the chain of custody specimen identification number and request that the sample be retained by the laboratory until final disposition of the appeal. Retest: During the 180 day period following the employee's receipt of a positive test result, the employee may request that a portion of the original specimen be retested, at the employee's expense. The retesting must be done at a State licensed or National Institute of Drug Abuse (NIDA) approved laboratory other than the original testing facility, and must be tested at equal or greater sensitivity for the drug in question as the first. Any employee who feels that (s)he has an addiction to, dependence upon, or developed a problem with alcohol or drugs, legal or illegal, is encouraged to seek assistance. Employees may seek such assistance from the District-sponsored Employee Assistance Program (EAP) or other community resources. Rehabilitation is the responsibility of the employee. Any allegra d and orange juice employee seeking medical attention for alcohol misuse or drug abuse will be entitled to benefits only to the extent specified under the District's group health insurance program and employee assistance program (EAP). Employees required to be absent from the workplace while in treatment may request a medical leave of absence in accordance with Chapter 18 (Leaves of Absence) of these Regulations. An employee shall be permitted to utilize all available accumulated paid leave before being placed in a leave without pay status. Upon successful completion of the EAP or other treatment program, the employee shall be allegra d and orange juice reinstated to the same or equivalent position that was held prior to such rehabilitation. The District will not discharge, allegra d and orange juice discipline or discriminate against an employee solely on the basis of any prior medical history revealed to the District pursuant to this allegra d and orange juice policy.

The District will not dismiss, allegra d and orange juice discipline or discriminate against an employee solely upon the basis of an employee voluntarily seeking treatment for an alcohol or drug problem. However, if the employee has previously tested positive for drug and/or alcohol use, entered an employee assistance program (EAP) for drug-related and/or alcohol-related problems or entered a drug and/or alcohol rehabilitation program while in the District's employ, appropriate disciplinary action will be allegra side effects leg pain taken. Employees who violate the District's Drug Free Workplace Policy with a first time confirmed positive drug and/or alcohol test will be referred to the District EAP or other community alcohol and drug rehabilitation program(s) as appropriate. However, allegra d and orange juice use of the EAP or other rehabilitation resources will not prevent the Library District from taking appropriate disciplinary allegra d and orange juice action for violations of other District policies. Employees referred to the EAP or other rehabilitation program as a result of a first violation will be allowed allegra allergy children to continue employment with the District provided that they: a. contact the EAP or other rehabilitation resources and strictly adhere to all terms of treatment and counseling prescribed; and b. immediately cease any and all abuse/use of alcohol or drugs; and c. consent in writing to periodic unannounced testing in accordance with Section C (3) of this Chapter for a period of up to two (2) years after returning to work or completion of any rehabilitation program, whichever is later; and d. pass all drug tests administered under this program; and e. execute and allegra d and orange juice abide by an agreement describing the above stated conditions. Failure to meet any of the above conditions, or the occurrence of a follow-up confirmed positive drug test, will result in immediate dismissal from employment. Employees terminated for violation of the Library District’s Drug Free Workplace Policy cannot re-apply for employment with the Library District for 180 days. 0 Effective: 7/10/08 Revision No:   Fines -A +A   ALACHUA COUNTY LIBRARY DISTRICT POLICY STATEMENT  The Alachua County Library District does not charge fines for overdue items.