Alcohol and/or Chemical Dependency. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically impaired nurse to remain in professional nursing practice so long as performance expectations are maintained. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance. The Employer and the Union will encourage and support employee participation in the State substance abuse monitoring program, including individually tailored return to work agreements, through which employees may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the employee is eligible for accrued sick leave and/or medical leave of absence under the same terms as other health conditions. It is the intention of the Employer to work with an employee to adjust their work schedule on an ad hoc or temporary basis to support the chemically dependent employee’s participation in prescribed treatment programs. The Employer and the Union acknowledge that employees continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Employer’s policies and procedures.
Alcohol and/or Chemical Dependency. The Employer and the Association recognize that alcohol and chemical dependency are chronic and treatable conditions. Efforts should be made by the nurse to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance. Where applicable, the Employer and the Association will encourage and support nurse participation in the State substance abuse monitoring program, including individually tailored return to work agreements, through which nurses may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the nurse is eligible for accrued sick leave and/or medical leave of absence under the same terms as other health conditions. It is the intention of the Employer to work with a nurse to adjust her or his work schedule on an ad hoc or temporary basis to support the chemically dependent nurse’s participation in prescribed treatment programs. The Employer and the Association acknowledge that nurses continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Employer’s policies and procedures.
Alcohol and/or Chemical Dependency. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically impaired nurse to remain in professional nursing practice so long as performance expectations are maintained. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance. The Employer and the Union will encourage and support employee participation in the State substance
Alcohol and/or Chemical Dependency. 5.7.1 Upon employment at the Hospital, employees covered by this Agreement shall be subject to the provisions of Policy B.4: Substance Abuse Testing/Fitness for Duty, which includes provisions for pre-employment testing, reasonable cause testing, and missing substance testing.
5.7.2 When an employee is informed that the employee is to be tested pursuant to the Substance Abuse Policy, the employee may request a union delegate be present during the testing, subject to the following: The union delegate must be of the same gender as the employee where the testing is performed on a urine sample. If in the Employer’s judgment obtaining a union delegate would unreasonably delay the testing in the circumstances, the Medical Center shall conduct the testing in the absence of a union delegate.
Alcohol and/or Chemical Dependency. Employees are encouraged to voluntarily obtain treatment for alcohol and/or chemical dependency issues. Employees voluntarily requesting assistance prior to experiencing job performance, attendance, or misconduct problems will not be subject to disciplinary action for having sought treatment for alcohol and/or chemical dependency, and shall be eligible for a medical or personal leave absence. Disciplinary action relating to use of substances while in the workplace and for-cause testing will be administered pursuant to the Employer’s Drug-Free Workplace Policy.
Alcohol and/or Chemical Dependency. The Hospital and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Hospital and the Union support efforts which will enable the chemically impaired employee to remain employed so long as performance expectations are maintained. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance. When applicable, the Hospital and the Union will encourage and support participation in the State of Washington substance abuse monitoring program, including individually-tailored return-to- work agreements, through which employees may seek confidential assistance in the resolution of chemical dependency or other problems which may affect job performance. In circumstances where this program is not applicable, the Hospital will require an individually- tailored return-to-work agreement that will include a random monitoring program. The Hospital further acknowledges that alcoholism and chemical dependency are health conditions for which the employee is eligible for accrued sick leave and/or medical leave of absence under the same terms as other health conditions. It is the intention of the Hospital to work with an employee to adjust his/her work schedule on an ad hoc or temporary basis to support participation in prescribed treatment programs. The Hospital and the Union acknowledge that employees continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Hospital's policies and procedures.
Alcohol and/or Chemical Dependency. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions, when a nurse is committed to such rehabilitation. The Employer and the Union support efforts which will enable the chemically impaired nurse to remain in professional nursing practice, so long as performance expectations are maintained. Efforts should be made by the nurse to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance. The Employer and the Union will encourage and support nurse participation in the State Board of Nursing substance abuse monitoring program, including individually tailored return to work agreements, through which nurses may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the nurse is eligible for accrued leave (PTO or EIB as appropriate) and/or medical leave of absence under the same terms as other health conditions. It is the intention of the Employer to work with a nurse to adjust his or her work schedule on an ad hoc or temporary basis to support the chemically dependent nurse's participation in prescribed treatment programs, and the Union will cooperate in this regard. The Employer and the Union acknowledge that nurses continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Employer's policies and procedures.
Alcohol and/or Chemical Dependency. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts that will enable the chemically impaired employee to remain in professional practice so long as performance expectations are maintained. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance. The Employer and the Union will encourage and support employee participation in treatment programs, including temporary work schedule adjustments and return-to-work agreements, through which employees may seek confidential assistance to resolve chemical dependency problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the employee is eligible to attend treatment programs by utilizing PTO or taking a medical leave of absence. The Employer and the Union acknowledge that employees continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Employer’s policies and procedures.
Alcohol and/or Chemical Dependency. 5.7.1 Upon employment at the Hospital, employees covered by this Agreement shall be subject to the provisions of Policy B.4: Substance Abuse Testing/Fitness for Duty, which includes provisions for pre-employment testing, reasonable cause testing, missing substance testing, and random testing.
