Allegra fruit juice why

The employee will be notified in writing if the explanation or challenge is unsatisfactory to the District. This notice will be hand-delivered or delivered via certified mail within fifteen (15) days of receipt of the employee's explanation or challenge and will state why the employee's explanation is unsatisfactory. All such documentation will be kept confidential and will be retained for at least one (1) year. An employee may make a legal challenge pursuant to Statute or appeal employment decisions made pursuant to allegra fruit juice why 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 allegra fruit juice why 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 allegra fruit juice why assistance.

Employees may seek such assistance from the District-sponsored Employee Assistance Program (EAP) or other community resources.

Rehabilitation is allegra fruit juice why the responsibility of the employee. Any employee seeking medical attention for alcohol misuse or drug abuse will be entitled to benefits allegra fruit juice why only to the extent specified under the District's group health insurance program allegra fruit juice why 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 allegra fruit juice why utilize all available accumulated paid leave before being placed in a leave without allegra fruit juice why pay status. Upon successful completion of the allegra fruit juice why EAP or other treatment program, the employee shall be reinstated to the same or equivalent allegra fruit juice why position that was held prior to allegra fruit juice why such rehabilitation. The District will not allegra fruit juice why discharge, discipline or discriminate against an employee solely on allegra fruit juice why poco allegro meaning the basis of any prior medical allegra fruit juice why history revealed to the District pursuant to this allegra fruit juice why policy. The District will not dismiss, discipline or discriminate against an employee solely allegra fruit juice why upon the basis of an employee voluntarily seeking allegra fruit juice why 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 allegra fruit juice why while in the District's employ, appropriate disciplinary action will be 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, use of the EAP or other rehabilitation resources will not prevent the Library District from taking appropriate disciplinary 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 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 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.