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. 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 1 – Consequences of Violations, 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 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 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. 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. APPENDIX D HONOR GUARD Honor Guard members will be selected for special details on an “as needed” basis and not necessarily by seniority, at the discretion of the Honor Guard Commander. In the event that a member of the LOPD Honor Guard Team volunteers and is selected to participate in a special event that is outside of their normal duty shift, but on a regular workday, that member may elect to waive the minimum seventy-two (72) hour shift change notice. That member’s immediate supervisor must also approve any shift adjustments for such an event with consideration of minimum staffing requirements. In the event that a member of the LOPD Honor Guard Team volunteers to and is selected to participate in a special event that takes place on a regularly scheduled day off, the member will have the option of requesting overtime compensation, compensatory time, or adjusting (trading) hours worked at the event towards a regular duty shift. The date of the special event and the date with which duty time is traded must fall within the same pay period. The member must agree to this shift adjustment and waive their right to minimum callback overtime compensation. That member’s immediate supervisor must also approve any shift adjustments for such an event with consideration of minimum staffing requirements. The City will be permitted to exercise discretion when selecting which regular duty hours may be traded based on minimum staffing requirements, and the needs of the Department. Hours worked...
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. APPENDIX B 7/1/2017 – 6/30/2018 Salaries APPENDIX B THIS PAGE LEFT BLANK 7/1/2018 – 6/30/2019 Salaries APPENDIX C Return from Retirement (RFR) 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.
