AFTER COMMITTING A POLICY VIOLATION. Employees who claim drug or alcohol dependencies after violating this Policy are subject to discipline consistent with this Policy, regardless of such dependencies. The City may, however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of suspension, discharge or other disciplinary action, provided the employee agrees to all treatment, rehabilitation, testing and other conditions as set forth in a written Rehabilitation and Return to Work Agreement required by the City (see Attachment C). Any employee who violates the terms of the Agreement is subject to immediate termination. An employee may be required to participate in a drug and/or alcohol treatment program and follow- up care because of disciplinary action arising from a drug and/or alcohol problem, or as a condition of continued employment. A SAP must first evaluate an employee who is so required and determine any necessary assistance.
AFTER COMMITTING A POLICY VIOLATION. Employees who notify their supervisor, the Chief or the Human Resources Director of drug or alcohol dependencies after violating this Policy are subject to discharge, irrespective of such dependencies.
AFTER COMMITTING A POLICY VIOLATION. Employees who notify their supervisor or the Fire Chief or of drug or alcohol dependencies after violating this Policy are subject to discipline up to and including discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of discipline and discharge, provided the employee promptly complies with the terms and conditions set forth in Consequences of Violations, Section 1. above. The City will consider the following factors in exercising its discretion: the employee’s length of service; the employee’s work record, in particular, whether the employee has committed a previous alcohol or drug policy infraction; the consequences of the violation; any other circumstances offered by the employee that mitigate against discharge.
AFTER COMMITTING A POLICY VIOLATION. Employees who notify their supervisor, the Police Chief or the Human Resources Director of drug or alcohol dependencies after violating this Policy are subject to discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of discipline and discharge, provided the employee promptly complies with the terms and conditions set forth in Consequences of Violations, Section 1 above. The City will consider the following factors in exercising its discretion: the employee’s length of service; the employee’s work record, in particular, whether the employee has committed a previous alcohol or drug policy infraction; the consequences of the violation; any other circumstances offered by the employee that mitigate against discharge. IT IS UNDERSTOOD AND AGREED THAT THE REFERENCES TO DISCIPLINE AND DISCHARGE SET FORTH IN THIS POLICY AND THE REHABILITATION AND RETURN TO WORK AGREEMENT ARE NOT INTENDED TO SUPERSEDE “JUST CAUSE” OBLIGATIONS.
AFTER COMMITTING A POLICY VIOLATION. Employees who notify their supervisor or the Chief or of drug or alcohol dependencies after violating this Policy are subject to discipline up to and including discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of discipline and discharge, provided the employee promptly complies with the terms and conditions set forth in Section C. above. The City will consider the following factors in exercising its discretion: the employee’s length of service; the employee’s work record, in particular, whether the employee has committed a previous alcohol or drug policy infraction; the consequences of the violation; any other circumstances offered by the employee that mitigate against discharge. Both parties, realizing the advantages in retaining experienced employees mutually agree to the following separation policy for members of the Association. The member upon separation from the City for reasons of retirement is eligible to participate in the Return from Retirement (RFR) program. All provisions of the current Collective Bargaining Agreement will remain in full force, except for the items listed in this MOU.
AFTER COMMITTING A POLICY VIOLATION. Employees who claim drug or alcohol dependencies after violating this Policy are subject to discipline consistent with this Policy, regardless of such dependencies. OLWS may, however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of suspension, discharge or other disciplinary action, provided the employee agrees to all treatment, rehabilitation, testing and other conditions as set forth in a written Rehabilitation and Return to Work Agreement required by OLWS (see Attachment C). Any employee who violates the terms of the Agreement is subject to immediate termination. An employee may be required to participate in a drug and/or alcohol treatment program and follow-up care because of disciplinary action arising from a drug and/or alcohol problem, or as a condition of continued employment. A SAP must first evaluate an employee who is so required and determine any necessary assistance.
