Common use of Disciplinary Procedures Clause in Contracts

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 of this Agreement and the Civil Service and Personnel Rules and Regulations. B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program or a drug rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program or a drug rehabilitation program. F. Employees participating in an employee assistance program or a drug rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-related problem if the employee has not previously tested positive for drug use, entered an employee assistance program for drug-related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the Agreement as a means of protection from disciplinary action.

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 27 of this Agreement and the Civil Service Services and Personnel Rules and Regulations. B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program Employee Assistance Program or a drug or alcohol rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; , or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program Employee Assistance Program or a drug or alcohol rehabilitation program. F. Employees participating in an employee assistance program Employee Assistance Program or a drug or alcohol rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-drug related problem if the employee has not previously tested positive for drug use, entered an employee assistance program Employee Assistance Program for drug-drug related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the Agreement agreement as a means of protection from disciplinary action.

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 of this Agreement and the Civil Service and Personnel Rules and Regulations. B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program or a drug rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program or a drug rehabilitation program. F. Employees participating in an employee assistance program program, or a drug rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-related problem if the employee has not previously tested positive for drug use, entered an employee assistance program for drug-related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the Agreement as a means of protection from disciplinary action.

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 27 of this Agreement and the Civil Service Services and Personnel Rules and Regulations. B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program Employee Assistance Program or a drug or alcohol rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program Employee Assistance Program or a drug rehabilitation program. F. Employees participating in an employee assistance program Employee Assistance Program or a drug rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-drug related problem if the employee has not previously tested positive for drug use, entered an employee assistance program Employee Assistance Program for drug-drug related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs drugs, is confirmed. Employees who have been tested may not use this aspect of the Agreement agreement as a means of protection from disciplinary action.

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 of this Agreement and the Civil Service and Personnel Rules and Regulations.the B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program or a drug rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program or a drug rehabilitation program. F. Employees participating in an employee assistance program or a drug rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-related problem if the employee has not previously tested positive for drug use, entered an employee assistance program for drug-related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the Agreement as a means of protection from disciplinary action.

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 of this Agreement and the Civil Service and Personnel Rules and Regulations.disciplinary B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program or a drug rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program or a drug rehabilitation program. F. Employees participating in an employee assistance program or a drug rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-related problem if the employee has not previously tested positive for drug use, entered an employee assistance program for drug-related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the Agreement as a means of protection from disciplinary action.

Disciplinary Procedures. A. Any employee who refuses to submit to a drug test or whose confirmation drug test is found to be positive is subject to disciplinary action. Such disciplinary action is subject to the grievance procedures provided for through Article 9 30 of this Agreement and the Civil Service and Personnel Rules and RegulationsAgreement. B. The employee may be either immediately suspended or reassigned pending the results of the confirmation test for the use of illegal drugs. C. Positive confirmation tests for illegal drugs shall result in the immediate suspension of an employee which may be followed by termination proceedings. In appropriate cases, every effort will be made to help the employee deal with a legal drug problem by proper referral to the Sheriff's Employee Assistance Program. However, if this effort fails or is obviously inappropriate given the nature of the problem, appropriate disciplinary action shall be initiated. D. The Employer may discipline or discharge an employee on the sole basis of the employee's first positive confirmed drug test when the employee has either refused to participate in an employee assistance program or a drug rehabilitation program, as evidenced by withdrawal from the program before its completion, or a report from the program indicating unsatisfactory compliance; or by a positive test result on a confirmation test while participating in or after completion of the program. E. The Employer shall discipline an employee, subject to termination proceedings, who has failed or refused to sign a written consent form allowing the Employer to obtain information regarding the progress and successful completion of an employee assistance program or a drug rehabilitation program. F. Employees participating in an employee assistance program or a drug rehabilitation program may be considered as being in a temporary limited duty status. G. The Employer shall not discharge or discipline an employee solely upon voluntarily seeking treatment, while under the employ of the Employer, for a drug-related problem if the employee has not previously tested positive for drug use, entered an employee assistance program for drug-related problems, or entered a drug rehabilitation program. However, the Employer shall terminate an employee when the presence of illicit drugs is confirmed. Employees who have been tested may not use this aspect of the Agreement as a means of protection from disciplinary action.