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These results shall be reported within seven (7) working days after receipt of the specimen by the laboratory. The laboratory shall transmit results to the medical review officer (MRO) in a manner designed to ensure confidentiality of the information. All records pertaining to a given specimen shall be retained by the laboratory for a minimum of two (2) years, unless the District or the employee requests that records be retained for a longer period of time. Within five (5) working days after receipt of a confirmed positive test result from the medical review officer (MRO), the Human Resources Office shall inform the employee in writing of such positive test result, the consequences of such result, and the options available to the employee. Notification shall be via certified mail or hand-delivered. Absent extenuating circumstances, mailed notification shall be deemed received by the employee when signed for, or seven (7) calendar days after delivery, whichever occurs first. A copy of the test results will be provided to the employee with this notification. Within five (5) working allegra hicks top days after receiving notice of a confirmed positive test result from the Human Resources Office, the employee may submit information to the Human Resources Office explaining or contesting the test results and why the results do not constitute a allegra hicks top violation of this program. 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 allegra hicks top why the employee's explanation is unsatisfactory.

All allegra hicks top such documentation will be kept confidential allegra hicks top and will be retained for at least one (1) year. An employee may make a legal allegra hicks top challenge pursuant to Statute or appeal employment decisions made pursuant to this program in accordance allegra hicks top with Chapter 20: Appeals Policy of these Regulations. When an employee initiates the appeal allegra hicks top process, it shall be the employee's responsibility to notify the Human Resources Manager and the laboratory in writing that such an appeal allegra hicks top has been filed, reference the chain of custody specimen identification number and request that the sample be retained by allegra hicks top the laboratory until final disposition of the allegra hicks top appeal. Retest: During the 180 day allegra d 24 hour sleep problems 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 allegra hicks top 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 allegra hicks top 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 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 reinstated to the same or allegra hicks top equivalent position that was held prior to such rehabilitation. The District will not discharge, discipline or discriminate against an allegra hicks top employee solely on the basis of any prior allegra hicks pont street medical history revealed to the District pursuant to this policy. The District will not dismiss, discipline or discriminate against an employee solely upon the basis of an employee voluntarily seeking treatment for an alcohol or allegra hicks top 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 taken.