Common use of EMPLOYEE RIGHTS AND RESPONSIBILITIES Clause in Contracts

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 (Drug/Alcohol Testing Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/hertheir inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 24.4 (Drug/Alcohol Testing Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E B to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 24.4 (Drug/Drug & Alcohol Testing Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 (Drug/the Drug & Alcohol Testing Processes) Processes section of this Article are is negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing processAn employee, employees who voluntarily seek seeks assistance concerning a drug or alcohol problem problem, prior to reasonable suspicion, shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees Such employees are not required to notify responsible for informing their Supervisor of the name possible effects of the medication, only that they are taking a medication that causes adverse side effectsdrug and their performance and expected duration of its use. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing resultsresults confidential. If at any point the results of the testing procedures specified in Section 22.4 (Drug/the Drug & Alcohol Testing Processes) Processes section of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing processAn employee, employees who voluntarily seek seeks assistance concerning a drug or alcohol problem problem, prior to reasonable suspicion, shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor supervisor of his/hertheir her inability to work. All employees who must use a prescription drug medication that causes is causing or results is resulting in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor supervisor that they are taking such medication according to the advice of a physician. Employees are The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is not required to notify disclose to their Supervisor of supervisor the name of the medication or the reason that the employee has been prescribed the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug medication use could cause productivity or safety problems, a Supervisor supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 (Drug/Drug & Alcohol Testing Processes) of this Article Appendix are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 25.4 (Drug/Alcohol Testing Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement)PTO, vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 (Drug/Alcohol Testing Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 23.4 (Drug/Drug & Alcohol Testing Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E Exhibit “E” to this Agreement), ) vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 22.4 (Drug/the Drug & Alcohol Testing Processes) Processes section of this Article are is negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. Prior to participating in the mandatory testing processAn employee, employees who voluntarily seek seeks assistance concerning a drug or alcohol problem problem, prior to reasonable suspicion, shall not be disciplined by the County employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their Supervisor supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/hertheir her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor supervisor of his/hertheir her inability to work. All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor supervisor that they are taking such medication according to the advice of a physician. Employees Such employees are not required to notify responsible for informing their Supervisor supervisor of the name possible effects of the medication, only that they are taking a medication that causes adverse side effectsdrug and their performance and expected duration of its use. If the prescription drug use could cause productivity or safety problems, a Supervisor supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.