Common use of Employee Options to Positive Test Results Clause in Contracts

Employee Options to Positive Test Results. Employees may be allowed a leave of absence for treatment on an in-patient or outpatient basis. Employees participating in rehabilitation programs shall be entitled to use their accumulated vacation, holiday, comp time, and other accrued leave time. Nothing herein shall be construed to diminish any rights which may apply under the ADA, FMLA, or other relevant laws. The Agency shall make reasonable efforts to reassign employees who are participating in an out-patient rehabilitation program to duties when their job description or temporarily reassign to another position for which he/she is qualified, until the employee is able to return to regularly assigned duties, with such return subject to the employee following the rehabilitation treatment program. If such, then the Department Test Coordinator has a file copy of the employee’s diagnosis, prognosis and treatment plan. Training & Educational Materials: The Agency will provide needed education to all of its employees – supervisors and front line staff – on its Random/Substance Abuse Drug Testing Policy, including but not limited to the following information: • Conduct that is prohibited • Situations when employees may be tested for alcohol/controlled substances • Information on the testing procedures for alcohol/controlled substances • Information on what constitutes a refusal to submit to a test • Consequences for policy violations • Information on effects of alcohol/controlled substances • Upon request, an employee’s right to an available union representative under the policy. THE FOLLOWING SECTIONS ARE FACILITY SPECIFIC AND APPLY ONLY TO THE SPECIFIC FACILITY INDICATED AND SHALL NOT APPLY TO ANY OTHER FACILITY (changes to facility specific language can only be negotiated by union members of the facility and final acceptance by a vote of the union members of the specific facility)

Employee Options to Positive Test Results. Employees may be allowed a leave of absence for treatment on an in-patient or outpatient basis. Employees participating in rehabilitation programs shall be entitled to use their accumulated vacation, holiday, comp time, and other accrued leave time. Nothing herein shall be construed to diminish any rights which may apply under the ADA, FMLA, or other relevant laws. The Agency shall make reasonable efforts to reassign employees who are participating in an out-out- patient rehabilitation program to duties when their job description or temporarily reassign to another position for which he/she is qualified, until the employee is able to return to regularly assigned duties, with such return subject to the employee following the rehabilitation treatment program. If such, then the Department Test Coordinator has a file copy of the employee’s diagnosis, prognosis and treatment plan. Training & Educational Materials: The Agency will provide needed education to all of its employees – supervisors and front line staff – on its Random/Substance Abuse Drug Testing Policy, including but not limited to the following information: •  Conduct that is prohibited •  Situations when employees may be tested for alcohol/controlled substances •  Information on the testing procedures for alcohol/controlled substances •  Information on what constitutes a refusal to submit to a test •  Consequences for policy violations •  Information on effects of alcohol/controlled substances •  Upon request, an employee’s right to an available union representative under the policy. THE FOLLOWING SECTIONS ARE FACILITY SPECIFIC AND APPLY ONLY TO THE SPECIFIC FACILITY INDICATED AND SHALL NOT APPLY TO ANY OTHER FACILITY (changes to facility specific language can only be negotiated by union members of the facility and final acceptance by a vote of the union members of the specific facility)APPENDIX N - EDUCATIONAL TELECOMMUNICATIONS COMMISSION

Employee Options to Positive Test Results. Employees may be allowed a leave of absence for treatment on an in-patient or outpatient basis. Employees participating in rehabilitation programs shall be entitled to use their accumulated vacation, holiday, comp time, and other accrued leave time. Nothing herein shall be construed to diminish any rights which may apply under the ADA, FMLA, or other relevant laws. The Agency shall make reasonable efforts to reassign employees who are participating in an out-out- patient rehabilitation program to duties when their job description or temporarily reassign to another position for which he/she is qualified, until the employee is able to return to regularly assigned duties, with such return subject to the employee following the rehabilitation treatment program. If such, then the Department Test Coordinator has a file copy of the employee’s diagnosis, prognosis and treatment plan. Training & Educational Materials: The Agency will provide needed education to all of its employees – supervisors and front line staff – on its Random/Substance Abuse Drug Testing Policy, including but not limited to the following information: • Conduct that is prohibited • Situations when employees may be tested for alcohol/controlled substances • Information on the testing procedures for alcohol/controlled substances • Information on what constitutes a refusal to submit to a test • Consequences for policy violations • Information on effects of alcohol/controlled substances • Upon request, an employee’s right to an available union representative under the policy. THE FOLLOWING SECTIONS ARE FACILITY SPECIFIC AND APPLY ONLY TO THE SPECIFIC FACILITY INDICATED AND SHALL NOT APPLY TO ANY OTHER FACILITY (changes APPENDIX N - EDUCATIONAL TELECOMMUNICATIONS COMMISSION WORK SCHEDULES – NETWORK OPERATIONS N.1 Prior to facility specific language can only be negotiated by union members the implementation of a new Network Operations work schedule, Management will provide notice of the facility planned revision including reason for the work schedule change, operating parameters for developing a new work schedule and final acceptance by a vote of at least two work schedule proposals. This information will be presented to the union members of Network Operations employees at least fourteen days prior to the specific facility)proposed work schedule change. Network Operations employees will then have seven days to provide input and/or submit their own proposals for review and consideration before the schedule is implemented.