22.0
REINSTATEMENT INSTRUCTIONS
22.1
General
22.1.1 Any employee dismissed because of a non-negative
test result or a refusal, must have a negative test result for drugs and/or alcohol before being allowed to return to service.
22.1.2 Union Pacific requires follow-up drug and/or
alcohol tests after reinstatement for the period and frequency determined by a SAP or EAP. Employees will be eligible for return to service based upon advice that they have successfully completed the education,
counseling and/or treatment determined to be necessary by EAP/SAP, including any drug and alcohol testing requirements of a program or personal program, and they have tested negative for drugs (and alcohol, if
appropriate) on the return-to-duty test.
22.1.3 Reinstatement is to be on a leniency basis with
vacation and seniority rights unimpaired, but without pay for time lost.
22.2
Provisions
22.2.1 To return to service and/or remain qualified once
an employee has returned to service, the employee must agree to these reinstatement conditions:
The
employee must enroll and begin a personal rehabilitation program with EAP/SAP within 30 days after being dismissed following a disciplinary investigation, or within three days of signing a waiver. The employee must
enroll calling the National Employee Assistance hotline, 800-779-1212.
The
employee must become drug and/or alcohol free by successfully completing any education, counseling or treatment determined by EAP/SAP.
The
employee must continue in any further program of counseling, treatment and follow-up determined by EAP/SAP.
The employee must adhere to all the agreements in the personal program with EAP/SAP.
The employee must test negative on a return-to-duty test.
Prior to reinstatement, the employee will be required to meet with the employee’s manager to discuss the conditions and understanding of
the reinstatement.
Following reinstatement, the employee must submit to follow-up drug, alcohol, or drug and alcohol testing as required by federal regulations
and Union Pacific Railroad's Drug & Alcohol Policy for the time and frequency required by the EAP for at least three (3) years from the date of return to service, unless otherwise specified by a SAP. In addition, the
employee will also submit to required education, counseling, or treatment.
Follow-up drug and/or alcohol testing will be scheduled on dates chosen by Union Pacific when the employee is on duty or subject to duty
(i.e., not on vacation or leave of absence). Follow-up tests must be unannounced. The employee will be given no advanced notice of the test. Follow-up testing is in addition to any other testing required by regulation or Union Pacific policy.
The employee must not violate any Union Pacific rule with reference to drugs or alcohol.
Failure to comply with these instructions may be grounds for immediate disciplinary action.
22.2.2 Certain Labor organizations have a “Companion Agreement” that provides for the opportunity to return to service upon the recommendations of EAP/SAP, further provided there has been no proven violation of Rule 1.5 in the preceding ten years. These agreements remain in effect and supersede this policy where conflict, if any, exists.