EMPLOYEES WHO REPORT DEPENDENCIES AND SEEK ASSISTANCE. BEFORE COMMITTING A POLICY VIOLATION – REHABILITATION. The City encourages employees who have drug and/or alcohol dependencies or think they may have such dependencies to seek assistance voluntarily. When an employee voluntarily reports a drug or alcohol dependency to his/her supervisor or the Chief and seeks assistance before violating this Policy, that employee will be placed on a leave of absence or adjusted working hours to allow for in-patient or out-patient rehabilitation treatment as recommended by a Substance Abuse Professional (SAP). The employee will not be permitted to work until such time as a Substance Abuse Professional agrees he/she:
EMPLOYEES WHO REPORT DEPENDENCIES AND SEEK ASSISTANCE. Before Committing a Policy Violation — Rehabilitation The District encourages employees who have drug and/or alcohol dependencies or think they may have such dependencies to seek assistance voluntarily. When an employee voluntarily reports a drug or alcohol dependency to the Fire Chief and seeks assistance before violating this Policy, that employee will be placed on a leave of absence and/or adjusted working hours to allow for in-patient or out-patient rehabilitation treatment as recommended by a Substance Abuse Professional (SAP). The employee will not be permitted to work until such time as a Substance Abuse Professional agrees he/she: ◼ Has been evaluated by a Substance Abuse Professional (SAP); ◼ If recommended by the SAP, has complied with all rehabilitation/after- care prescribed; and ◼ Has a verified negative drug or alcohol test (as applicable). Moreover, in order to return to work for the District, an employee seeking assistance must agree to all treatment, rehabilitation, after-care and follow-up testing as set forth in a written Last Chance Agreement required by the District. Any employee who violates the terms of the Agreement is subject to immediate termination. The time an employee is off work undergoing rehabilitation is unpaid. However, employees may draw their unused, accumulated sick leave, followed by vacation pay and compensatory time. Also, employees who are receiving health insurance coverage will be eligible for continuation of health insurance benefits with standard District contributions for the period they are on paid leave. Thereafter, employees may self-pay the insurance premium pursuant to COBRA.
