Common use of Employee Assistance Plan Clause in Contracts

Employee Assistance Plan. 1. The District and Association recognize that alcohol or drug abuse by employees may create performance problems. The District and the Association are likewise concerned with addressing the employment-related health consequences to employees resulting from alcohol or substance abuse problems. 2. The parties also recognize that alcohol or drug abuse problems may be treated successfully if there is early identification of the condition and where the employee voluntarily requests appropriate assistance. 3. Rehabilitation is also the primary responsibility of the bargaining unit member. A teacher’s involvement in the Plan will be completely voluntary. A teacher seeking medical attention for alcohol or substance abuse problems is entitled to the use of paid and unpaid leave as otherwise described in and as conditioned by this Agreement. 4. Any bargaining unit member with alcohol or drug abuse problems impacting his/her job performance and who seeks help through the Employee Assistance Program shall not jeopardize his/her job security by virtue of such request or participation in rehabilitation. However, a bargaining unit member who fails to successfully complete rehabilitation may be subject to disciplinary and other adverse employment consequences attributable to deficient or improper job performance, in accordance with the provisions of the Master Agreement. 5. Nothing in this section shall be interpreted as constituting any waiver of or limitation on the right of the District to maintain discipline or acceptable levels of employee performance, pursuant to and in accordance with the provisions of the Master Agreement. Bargaining unit members participating in the Employee Assistance program and/or rehabilitation will be expected to maintain satisfactory job performance. It is agreed that disciplinary sanctions imposed due to alleged violations of District policies or regulations pertaining to drug and/or alcohol abuse shall be subject to the disciplinary standards and procedures set forth in this Agreement. The District and Association encourage bargaining unit members to access appropriate professional services for addressing drug and alcohol abuse problems. In connection with the operation of its Employee Assistance Program, the District shall maintain a listing of local counseling and rehabilitation resources. In formulating these materials, the District shall also include similar programs or resources identified by the Association. The District shall not be responsible for either making direct referrals to such resources or for any monetary liability incurred in connection with receipt of services by the bargaining unit member and his/her dependents. The identification of programs and resources by the District shall not be regarded as any representation by the District or its agents regarding the character, reliability or quality of such services or programs.

Employee Assistance Plan. 1. The District Employer and Association Union recognize that alcohol or drug abuse by employees may create performance problems. The District Employer and the Association Union are likewise concerned with addressing the employment-related health consequences to employees resulting from alcohol or substance abuse problems. 2. The parties also recognize recognized that alcohol or drug abuse problems may be treated successfully if there is early identification of the condition and where the employee voluntarily requests appropriate assistance. 3. Rehabilitation is also the primary responsibility of the bargaining unit memberemployee. A teacherAn employee’s involvement in the Plan will be completely voluntary. A teacher An employee seeking medical attention for alcohol or substance abuse problems is entitled to the use of paid and unpaid leave as otherwise described in and as conditioned by this Agreement. 4. Any bargaining unit member employee with alcohol or drug abuse problems impacting his/her job performance and who seeks help through the Employee Assistance Program shall not jeopardize his/her job security by virtue of such request or participation in rehabilitation. However, a bargaining unit member an employee who fails to successfully complete rehabilitation may be subject to disciplinary and other adverse employment consequences attributable to deficient or improper job performance, in accordance with the provisions of the Master this Agreement. 5. Nothing in this section shall be interpreted as constituting any waiver of or limitation on the right of the District Employer to maintain discipline or acceptable levels of employee performance, pursuant to and in accordance with the provisions of the Master this Agreement. Bargaining unit members Employees participating in the Employee Assistance program Program and/or rehabilitation will be expected to maintain satisfactory job performance. It is agreed that disciplinary sanctions imposed due to alleged violations of District district policies or regulations pertaining to drug and/or alcohol abuse shall be subject to the disciplinary standards and procedures set forth in this Agreement. 6. The District Employer and Association Union encourage bargaining unit members employees to access appropriate professional services for addressing drug and alcohol abuse problemsprograms. In connection with the operation of its Employee Assistance Program, the District Employer shall maintain a listing of local counseling and rehabilitation resources. In formulating these materials, the District Employer shall also include similar programs or resources identified by the AssociationUnion. The District Employer shall not be responsible for either making direct referrals to such resources or for any monetary liability incurred in connection with receipt of services by the bargaining unit member employee and his/her dependents. The identification of programs and resources by the District Employer shall not be regarded as any representation by the District Employer or its agents regarding the character, reliability or quality of such services or programs.

Employee Assistance Plan. 1. The District and Association recognize that alcohol or drug abuse by employees may create performance problems. The District and the Association are likewise concerned with addressing the employment-related employment­related health consequences to employees resulting from alcohol or substance abuse problems. 2. The parties also recognize that alcohol or drug abuse problems may be treated successfully if there is early identification of the condition and where the employee voluntarily requests appropriate assistance. 3. Rehabilitation is also the primary responsibility of the bargaining unit member. A teacher’s involvement in the Plan will be completely voluntary. A teacher seeking medical attention for alcohol or substance abuse problems is entitled to the use of paid and unpaid leave as otherwise described in and as conditioned by this Agreement. 4. Any bargaining unit member with alcohol or drug abuse problems impacting his/her job performance and who seeks help through the Employee Assistance Program shall not jeopardize his/her job security by virtue of such request or participation in rehabilitation. However, a bargaining unit member who fails to successfully complete rehabilitation may be subject to disciplinary and other adverse employment consequences attributable to deficient or improper job performance, in accordance with the provisions of the Master Agreement. 5. Nothing in this section shall be interpreted as constituting any waiver of or limitation on the right of the District to maintain discipline or acceptable levels of employee performance, pursuant to and in accordance with the provisions of the Master Agreement. Bargaining unit members participating in the Employee Assistance program and/or rehabilitation will be expected to maintain satisfactory job performance. It is agreed that disciplinary sanctions imposed due to alleged violations of District policies or regulations pertaining to drug and/or alcohol abuse shall be subject to the disciplinary standards and procedures set forth in this Agreement. 6. The District and Association encourage bargaining unit members to access appropriate professional services for addressing drug and alcohol abuse problems. In connection with the operation of its Employee Assistance Program, the District shall maintain a listing of local counseling and rehabilitation resources. In formulating these materials, the District shall also include similar programs or resources identified by the Association. The District shall not be responsible for either making direct referrals to such resources or for any monetary liability incurred in connection with receipt of services by the bargaining unit member and his/her dependents. The identification of programs and resources by the District shall not be regarded as any representation by the District or its agents regarding the character, reliability or quality of such services or programs.

Employee Assistance Plan. 1. The District and Association recognize that alcohol or drug abuse by employees may create performance problems. The District and the Association are likewise concerned with addressing the employment-employment- related health consequences to employees resulting from alcohol or substance abuse problems. 2. The parties also recognize that alcohol or drug abuse problems may be treated successfully if there is early identification of the condition and where the employee voluntarily requests appropriate assistance. 3. Rehabilitation is also the primary responsibility of the bargaining unit member. A teacher’s involvement in the Plan will be completely voluntary. A teacher seeking medical attention for alcohol or substance abuse problems is entitled to the use of paid and unpaid leave as otherwise described in and as conditioned by this Agreement. 4. Any bargaining unit member with alcohol or drug abuse problems impacting his/her job performance and who seeks help through the Employee Assistance Program shall not jeopardize his/her job security by virtue of such request or participation in rehabilitation. However, a bargaining unit member who fails to successfully complete rehabilitation may be subject to disciplinary and other adverse employment consequences attributable to deficient or improper job performance, in accordance with the provisions of the Master Agreement. 5. Nothing in this section shall be interpreted as constituting any waiver of or limitation on the right of the District to maintain discipline or acceptable levels of employee performance, pursuant to and in accordance with the provisions of the Master Agreement. Bargaining unit members participating in the Employee Assistance program and/or rehabilitation will be expected to maintain satisfactory job performance. It is agreed that disciplinary sanctions imposed due to alleged violations of District policies or regulations pertaining to drug and/or alcohol abuse shall be subject to the disciplinary standards and procedures set forth in this Agreement. Holland Education Association Master Agreement 2005-2008 6. The District and Association encourage bargaining unit members to access appropriate professional services for addressing drug and alcohol abuse problems. In connection with the operation of its Employee Assistance Program, the District shall maintain a listing of local counseling and rehabilitation resources. In formulating these materials, the District shall also include similar programs or resources identified by the Association. The District shall not be responsible for either making direct referrals to such resources or for any monetary liability incurred in connection with receipt of services by the bargaining unit member and his/her dependents. The identification of programs and resources by the District shall not be regarded as any representation by the District or its agents regarding the character, reliability or quality of such services or programs. I. In the event that the District has decided not to renew the contract of a probationary teacher, the District shall notify the teacher of this decision and may provide the teacher with one (1) month to submit a resignation effective at the end of the school year (or earlier, if mutually agreed). If the teacher submits a resignation, the Board may accept the resignation, and may elect to not “non- renew” the teacher.