EMPLOYEE ASSISTANCE AND DISCIPLINE Sample Clauses

EMPLOYEE ASSISTANCE AND DISCIPLINE. A. An employee who tests positive for illegal, unauthorized use of controlled or prescription substances as outlined in Section V, or alcohol, shall be required to participate in the Employee Assistance Program, shall agree to remain free of drugs, if appropriate, and shall submit to a “Last Chance” agreement requiring drug or alcohol testing, as appropriate, upon return to duty. B. Employees who fail to complete the Employee Assistance Program as specified in (A) above, may be disciplined up to and including discharge. C. Employees whose drug, alcohol or prescription drug abuse is discovered by the City in some manner other than by the drug test outlined in this policy/article shall be treated as if he had tested positive under this policy. D. Notwithstanding any other provisions of this policy, where an employee engages in conduct which, given proof of his on-duty, intoxicated state, creates an unreasonable risk of harm to any person, that employee may be disciplined appropriately in addition to being referred to the Employee Assistance Program. It is agreed that discipline under this section may include discharge of the employee. E. Notwithstanding any other provision of this agreement, where an intoxicated employee violates the Rules and Regulations of the Department/City or any provision of the Collective Bargaining Agreement, that employee may be disciplined appropriately in addition to being referred to the Employee Assistance Program. “Appropriate Discipline” is defined as discipline of precisely the same severity that the employee would have received for his conduct while not intoxicated. F. The City shall have the option to conduct as many as four (4) random drug/alcohol tests on an employee who has completed the Employee Assistance Program in order to guarantee that the Program has been completed successfully. No such random test may be given more than one (1) year following the date of the employee’s completion of the Program. A positive test result under this provision shall have the same effect as a positive test result under Section VII(B). G. An employee shall have the right to avail himself of the Employee Assistance Program as often as needed for a variety of issues; however, an employee shall utilize a referred to rehabilitation program no more than once during the employee’s career in the Fire Department. An employee who tests positive after his right to utilize the Employee Assistance/Rehabilitation Program may be disciplined under the...
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EMPLOYEE ASSISTANCE AND DISCIPLINE. A. An employee who tests positive for illegal, controlled or prescription substances, or alcohol, shall be required to participate in the Employee Assistance Program. Employees who successfully complete the program to the satisfaction of the program's director or supervising physician shall not be disciplined for their drug use. B. Employees who fail to complete the Employee Assistance Program as specified in (a) above, may be disciplined for their employment-related drug use. C. Employees whose drug use, or alcohol or prescription drug abuse, is discovered by the City in some manner other than by the drug test outlined in this policy/article shall be treated as if he/she had tested positive under this policy/article. D. Notwithstanding any other provision of this policy/article, where an employee engages in conduct which, given proof of his/her on-duty, intoxicated state, creates an unreasonable risk of harm to any person, that employee may be disciplined appropriately in addition to being referred to the Employee Assistance Program. It is agreed that discipline under this Section shall include discharge of the employee only in the most severe case. E. Notwithstanding any other provision of this Agreement, where an intoxicated employee violates the Rules and Regulations of the Department or any provision of the Collective Bargaining Agreement, that employee may be disciplined appropriately in addition to being referred to the Employee Assistance Program. "Appropriate discipline" is defined as discipline of precisely the same severity that the employee would have received for his/her conduct while not intoxicated. F. The City shall have the option to conduct as many as four
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EMPLOYEE ASSISTANCE AND DISCIPLINE. A. An employee who tests positive for illegal, controlled substances, or alcohol, shall be subject to discipline up to and including discharge. B. Employees who as a condition of continued employment sign an agreement to participate in rehabilitation through the EAP, and fail to complete the prescribed program shall be subject to discipline up to and including discharge. C. The City shall have the option to conduct as many as four (4) random drug tests on an employee who has completed substance abuse treatment in order to guarantee that the Program has been completed successfully. No such random test may be given more than one (1) year following the date of the employee’s completion of the program. Any employee, who after completing substance abuse treatment, tests positive for drugs and/or alcohol at any time, shall be subject to discipline up to and including discharge
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Related to EMPLOYEE ASSISTANCE AND DISCIPLINE

  • 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.).

  • 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.

  • 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.

  • 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.

  • Tuition Assistance Bargaining unit employees can enroll in university or college, vocational technical school or extension courses. The course may be by correspondence or attendance at classes during non-working hours or during working hours with approval of the Agency Head and/or his/her Designee. Where practicable, in relation to work requirements, the Employer shall be liberal with the approval of requests for accrued/unused vacation leave, flex-time scheduling, compensatory time, or leave without pay for the purpose of enabling employees to attend classes conducted during an employee's regularly scheduled work hours.

  • Transition Assistance If this Contract is not renewed at the end of this term, if the Contract is otherwise terminated before project completion, or if particular work on a project is terminated for any reason, Contractor shall provide transition assistance for a reasonable, mutually agreed period of time after the expiration or termination of this Contract or particular work under this Contract. The purpose of this assistance is to allow for the expired or terminated portion of the services to continue without interruption or adverse effect, and to facilitate the orderly transfer of such services to State or its designees. The parties agree that such transition assistance is governed by the terms and conditions of this Contract, except for those terms or conditions that do not reasonably apply to such transition assistance. State shall pay Contractor for any resources utilized in performing such transition assistance at the most current Contract rates. If State terminates a project or this Contract for cause, then State may offset the cost of paying Contractor for the additional resources Contractor utilized in providing transition assistance with any damages State may have sustained as a result of Contractor’s breach.

  • Peer Assistance and Review (PAR) Consulting Teachers (CT) will be assigned to all new teachers with no prior teaching experience and tenured teachers rated ineffective on the qualitative measures at the end of the previous school year and recommended by the PAR Panel. Evaluations for Probationary and Ineffective Teachers:

  • Legal Assistance The Board shall give full support including legal and other assistance for any assault upon the employee while properly acting in the discharge of his/her duties.

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