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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 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 allegra riggio los angeles contesting the test results and why the results do not constitute a 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 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 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 allegra riggio los angeles must be done at a State licensed or National Institute of Drug Abuse (NIDA) approved laboratory other than the original testing facility, and allegra riggio los angeles must be tested at equal or greater sensitivity for the drug in question as the first. Any allegra riggio los angeles employee who feels allegra allergy directions 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 allegra riggio los angeles District-sponsored Employee Assistance Program (EAP) or other allegra riggio los angeles community resources. Rehabilitation is the responsibility of the employee. Any employee seeking medical attention for los riggio angeles allegra alcohol misuse or drug abuse will be entitled to allegra riggio los angeles 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 equivalent position that was held prior to such rehabilitation. The District will not discharge, discipline or discriminate against an employee solely on the basis of any prior medical history revealed to the District pursuant to this policy. The District will not dismiss, discipline or discriminate against an employee solely upon allegra d long term use 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 allegra riggio los angeles 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 allegra riggio los angeles 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.