Alcohol and Drug Rehabilitation Leave. The Employer wishes to assist employees who recognize that they have a problem with alcohol or drugs that may interfere with their ability to perform their job in a satisfactory manner. Employees who have a problem with alcohol or drugs and who decide to enroll voluntarily in a licensed or accredited rehabilitation program will be given unpaid time off to participate in the program unless it would result in an undue hardship to provide the time off. If an employee requests time off to participate in such a program, the Employer will make reasonable efforts to keep the fact that the employee enrolled in the program confidential. Reinstatement may be conditioned upon satisfactory completion of the rehabilitation program. The responsibility for the cost of treatment lies solely with the employee. This policy only applied to employees who voluntarily come forward before being detected, before a disciplinary problem occurs, or before the employee is asked to undergo substance abuse testing for reasonable suspicion or post-incident.
Alcohol and Drug Rehabilitation Leave. The Employer will assist Employees who have a problem with alcohol or drug use. If an Employee has a problem with alcohol or drugs and decides to enroll voluntarily in a rehabilitation program, the Employee will be given unpaid time off to participate in the program and reasonable accommodation to the point of undue hardship upon their return to work. As with all Employee health information, the Employer will adhere to applicable Personal Information Protection Act (PIPA) rules regarding the collection, use and disclosure of personal information.
Alcohol and Drug Rehabilitation Leave. The Employer will assist Employees who have a problem with alcohol or drug use. If an Employee has a problem with alcohol or drugs and decides to enroll voluntarily in a rehabilitation program, the Employee will be given unpaid time off to participate in the program and reasonable accommodation to the point of undue hardship upon their return to work. As with all Employee health information, the Employer will adhere to BC Personal Information Protection Act (PIPA) rules regarding the collection, use and disclosure of personal information. An Employee may use any paid sick leave available while on Alcohol and Drug Rehabilitation leave. This leave is not intended to affect the Employer’s treatment of Employees who violate the Employer’s drug and alcohol policy. Rather, rehabilitation is an option for an Employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.