Common use of After Mandatory Referral Clause in Contracts

After Mandatory Referral. Employees re-entering the workforce after a mandatory referral for a fit-for-work issue will agree to a re-entry contract. The contract may include but is not limited to:  A release to work statement from an approved certified treatment specialist.  A plan setting out after care and follow-up treatment procedures with the Employee Assistance Counselor or a treatment specialist for a minimum of six (6) months. Longer periods of follow-up may be specified by the Employee Assistance Counselor.  A review and release to work by the Medical Department or Company physician.  A negative test for illegal drugs, unauthorized substances, and alcohol.  An agreement to random and reasonable cause chemical testing.  Specific agreement by the employee and Union that violation of the agreement will be grounds for termination. Failure to successfully complete a treatment process, or to comply with a re- entry contract, or a second violation of this policy shall be grounds for termination. Sandvik Special Metals indemnifies the United Steelworkers and holds it harmless against any and all suits, claims, demands and liabilities that arise out of, or by reason of, the Company requiring employees to submit to any drug or alcohol testing procedure. This agreement in no way limits United Steelworker members from exercising their rights under the grievance procedure or Collective Bargaining Agreement.

After Mandatory Referral. Employees re-entering the workforce after a mandatory referral for a fit-for-work issue will agree to a re-entry contract. The contract may include but is not limited to:  • A release to work statement from an approved certified treatment specialist.  • A plan setting out after care and follow-up treatment procedures with the Employee Assistance Counselor or a treatment specialist for a minimum of six (6) months. Longer periods of follow-up may be specified by the Employee Assistance Counselor.  • A review and release to work by the Medical Department or Company physician.  • A negative test for illegal drugs, unauthorized substances, and alcohol.  • An agreement to random and reasonable cause chemical testing.  • Specific agreement by the employee and Union that violation of the agreement will be grounds for termination. Failure to successfully complete a treatment process, or to comply with a re- entry contract, or a second violation of this policy shall be grounds for termination. Sandvik Special Metals The employer indemnifies the United Steelworkers and holds it harmless against any and all suits, claims, demands and liabilities that arise out of, or by reason of, the Company requiring employees to submit to any drug or alcohol testing procedure. This agreement in no way limits United Steelworker members from exercising their rights under the grievance procedure or Collective Bargaining Agreement.

After Mandatory Referral. Employees re-entering the workforce after a mandatory referral for a fit-for-work issue will agree to a re-entry contract. The contract may include but is not limited to:  A release to work statement from an approved certified treatment specialist.  A plan setting out after care and follow-up treatment procedures with the Employee Assistance Counselor or a treatment specialist for a minimum of six (6) months. Longer periods of follow-up may be specified by the Employee Assistance Counselor.  A review and release to work by the Medical Department or Company physician.  A negative test for illegal drugs, unauthorized substances, and alcohol.  An agreement to random and reasonable cause chemical testing.  Specific agreement by the employee and Union that violation of the agreement will be grounds for termination. Failure to successfully complete a treatment process, or to comply with a re- entry contract, or a second violation of this policy shall be grounds for termination. Sandvik Xxxxxxx Special Metals indemnifies the United Steelworkers and holds it harmless against any and all suits, claims, demands and liabilities that arise out of, or by reason of, the Company requiring employees to submit to any drug or alcohol testing procedure. This agreement in no way limits United Steelworker members from exercising their rights under the grievance procedure or Collective Bargaining Agreement.