CIVILIAN EMPLOYEE ASSISTANCE PROGRAM Sample Clauses

CIVILIAN EMPLOYEE ASSISTANCE PROGRAM. Section 1. The Employer and the Council agree that alcoholism is a treatable illness and drug addiction is a treatable health problem. They further agree that other medical, behavioral and personal problems negatively impact employees and the workplace and need to be addressed by appropriate professionals to limit the adverse impacts. Therefore, the parties agree to cooperate in an effort to eliminate these problems in the work place. Section 2. Activities will have active Civilian Employee Assistance programs (CEAPs) for APF employees and Employee Assistance Programs (EAPs) for NAF employees. Professional counselors will provide intake and referral services to employees with alcohol, drug, or medical/behavioral/personal problems, making referrals for ongoing assistance, through established DON or NAF service contracts. Section 3. Employees are assured that their job security and promotional opportunities will not be jeopardized solely by the use of intake and referral service, either voluntarily or through activity directed referral, or through the use of ongoing counseling and/or rehabilitation services. Section 4. The confidential nature of client records will be safeguarded and information therein shall not be disclosed except as provided by law and regulation.
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CIVILIAN EMPLOYEE ASSISTANCE PROGRAM. Section 1. The Employer and the Union recognize the need to assist an employee whose job performance is adversely affected by medical, behavioral, and emotional problems. The Union supports the Employer’s Civilian Employee Assistance Program (CEAP) as a means for providing information, education, and other appropriate assistance or referral services for employee problems. Section 2. The Employer will maintain a strong and vigorous program for identifying unit employees who have an alcohol, drug, or other problem which is interfering with the efficient and safe performance of their assigned duties or reducing their dependability and for offering rehabilitative assistance to such individuals. Section 3. The Employer and Union recognize their joint responsibility and concern in the prevention and control of drug and alcohol abuse which adversely affects the Air Force mission. They will cooperate in carrying out the Alcohol and Drug Abuse Prevention and Treatment Program as set forth in Air Force and OPM directives. This includes a commitment to Section 4. The following principles are agreed upon: A. Drug and alcohol abuse are health problems, which can be diagnosed by medical authorities only. Supervisors must be able to describe the employee’s behavior to the counseling staff but should not attempt to diagnose or draw conclusions. B. Records of identity, diagnosis, prognosis, or treatment are privileged information, which may be disclosed only as outlined in Air Force and OPM directives. C. The Employer and Union are concerned with an employee’s use of alcohol only when it results in an employment-related problem and not with the employee's private decision to use alcoholic beverages when not on duty. D. The Employer and Union are concerned with the employee’s use of drugs when it results in an employment related problem or illegal activity. Section 5. Unit members whose performance or conduct is adversely affected by drug or alcohol abuse will be offered the opportunity for rehabilitation through the appropriate base agencies or Section 6. Unit employees will be granted accrued sick leave, annual leave, or leave without pay for treatment or rehabilitation of a drug/alcohol problem in accordance with applicable laws and regulations. Consideration will be given to assurances from competent authority of the treatment center that the employee is meeting the criteria expected by the treatment center. Section 7. Records created in relation to an employee’s proble...
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CIVILIAN EMPLOYEE ASSISTANCE PROGRAM. Section 1. The Civilian Employee Assistance Program (CEAP) is designed to promote the well- being of BUEs and, to the extent feasible, their family members through counseling and referral for assisting those BUEs in overcoming performance or conduct deficiencies, to provide guidance for implementing the policy, and to establish responsibility for administration of the program. Section 2. Sick leave may be granted for the purpose of treatment or rehabilitation in accordance with Article 18 of this Agreement. Section 3. Participation in the CEAP will be voluntary and any records of such participation shall be kept confidential, in accordance with law, rule, and regulation. Section 4. Upon request of the BUE and/or the Union, information about the CEAP will be made available by the Employer, including the telephone number and website for the CEAP. This information may be in the form of brochures and/or briefings. Section 5. A BUE who voluntarily self-refers as someone who uses illegal drugs, under the provisions of Safe Harbor, will not have disciplinary action initiated against them if they: a. Voluntarily identify as someone who uses illegal drugs prior to being identified through any other means; b. Obtain counseling through the Employer’s CEAP, and complete the recommended rehabilitation; and c. Refrain from any further use of illegal drugs in accordance with Executive Order 12564. Section 6. When a BUE successfully completes rehabilitation and counseling through CEAP, they will be scheduled for return-to-duty substance testing. Upon successfully completing the return-to-duty test, the BUE’s Facility Supervisor shall be informed that the BUE is no longer restricted for medical reasons and can return to their normal duties. If the BUE does not pass the return-to-duty test, the BUE’s Facility Supervisor will be informed and the BUE will be offered an opportunity to enter into a treatment plan. Section 7. A BUE may self-refer, except under the following circumstances: a. The BUE has received specific notice that they are to be tested for drugs; b. The Employer has begun the testing at the Facility and/or the drug testers have arrived at the Facility to commence testing; c. The Employer is awaiting the results of a drug test taken by the BUE; d. The BUE is under investigation by the Employer for alleged substance abuse and the BUE has been made aware of the investigation; or e. The BUE is subject to post-accident/incident testing and/or reasonable-suspicion t...
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CIVILIAN EMPLOYEE ASSISTANCE PROGRAM. Section 1. The Employer and the Council agree that alcoholism is a treatable illness and drug addiction is a treatable health problem. Therefore, the parties agree to cooperate in an effort to eliminate these problems in the work place. Section 2. Each Activity will provide an active Civilian Employee Assistance Program (CEAP). Knowledgeable and qualified counselors will be made available to assist employees with alcohol, drug, or other medical/behavioral problems. a. The Activity will consider the need for continuity of contact and referral services when it is changing the assignments of contact and referral counselors. b. The Activity will consider employees nominated by the Local Union to serve as contact and referral counselors, and will notify the Local Union of changes in the assignment of contact and referral counselors. c. Any such employee appointed to serve as a contact and referral counselor will be given appropriate training to effectively carry out his or her counselor duties. Such counselors will be considered to be in an official duty status while performing assigned counseling duties, provided they would otherwise be in a duty status. Section 4. Employees are assured that their job security and promotional opportunities will not be jeopardized solely by participating in the CEAPs counseling or referral services, either voluntarily or through activity directed referral. Section 5. The confidential nature of client records will be safeguarded and information therein shall not be disclosed except as provided by law and regulation.
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Related to CIVILIAN EMPLOYEE ASSISTANCE PROGRAM

  • Employee Assistance Program Neither the fact of an employee's participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee's failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Employee Assistance Plan The District will provide an Employee Assistance Plan (EAP) which allows each employee to refer themselves confidentially to the EAP provider. To protect confidentiality, any data which the provider transmits to the District shall be summary only. The Employee Assistance Plan will include individual and/or family counseling.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • Employee Assistance Drug and alcohol counseling, rehabilitation, and employee assistance are available from or through the Employer’s employee assistance program provider(s) (E.A.P.).

  • FALSELY ACCUSED EMPLOYEE ASSISTANCE When a teacher has been falsely accused of child abuse or sexual misconduct, the Board will assist the teacher by: a. working with the teacher to develop a plan which facilitates a smooth return to the teaching profession; b. providing additional funding if required to the Employee Family Assistance Program to ensure availability of counselling assistance to the employee and the employee‘s family; c. providing, upon request by the employee, available factual information to parents and students; d. providing restitution of lost wages resulting from the suspension of the teacher.

  • Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided. (b) This Employer-funded, confidential, assessment/referral service will be monitored by a Joint Committee. The Committee shall consist of two members: one member appointed by the Employer and one member by the Union. Employees representing the Union on this Joint Committee shall be on leave of absence without loss of basic pay for time on this Committee. (c) The Employer will consult with the Union regarding the selection of a service provider. The Employer will not select a service provider to which the Union has reasonable objections. (d) The Joint Committee shall develop an awareness package that can be incorporated into existing supervisor and Union training programs.

  • Employee and Family Assistance Plan The CODC PRO Care Plan is an industry-funded employee and family assistance plan for employees and their eligible family members according to the participation of sponsoring organizations and employers as well as Plan eligibility rules. Employees must be enrolled in the Plan by their employer to become eligible for Plan benefits, subject to the Plan eligibility rules. An individual employee cannot self-enroll in the Plan. i. Employers are required to remit the Contract Administration and Industry Development fees and the monthly CODC Employer Report Form to CODC by the 15th of the month following the month in which the hours were worked. ii. Employers must also submit the monthly Employee Data Report to the PRO Care plan by the 15th of the month following to facilitate the confidential determination of eligibility by the EFAP provider. There are three ways to submit this data:  entering the data directly on the CODC website at xxx.xxxx.xx/xxxxxxx  uploading an excel spreadsheet in the required format to the website (a sample spreadsheet can be downloaded from the website)  Forwarding an excel spreadsheet in the required format electronically to xxxxxxx@xxxxxxx.xxx. Hard copies of data will not be accepted.

  • EMPLOYMENT ASSISTANCE I understand that the College has not made and will not make any guarantees of employment or salary upon my graduation. The College will provide me with placement assistance, which will consist of identifying employment opportunities and advising me on appropriate means of attempting to realize these opportunities. I authorize HCI College’s representatives to contact potential employers for the purpose of advocating on my behalf and release my name and job application materials, including, but not limited to, my cover letter, resume, and transcript to prospective employers. I authorize HCI College and its third-party vendors to contact my employer to verify pertinent employment information for my graduate record.

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