Employees who Report Dependencies and Seek Treatment after Committing a Policy Violation. Employees who notify the City of drug or alcohol dependencies after violating this Policy may be subject to discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of discharge, provided the employee promptly complies with the terms and conditions set forth in this Policy. The City will consider the following factors in exercising its discretion: the employee’s length of service; the employee’s work record, in particular, whether the employee has committed a previous alcohol or drug policy infraction; the consequences of the violation; any other circumstances offered by the employee that militates against discharge. It is understood and agreed that the references to discipline and discharge set forth in this Policy and the Rehabilitation and Return to Work Agreement are not intended to supersede “just cause” requirements.
Employees who Report Dependencies and Seek Treatment after Committing a Policy Violation. Employees who claim drug or alcohol dependencies after being selected for testing or otherwise violating this Policy or other City standards may be subject to discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee a one-time opportunity to undergo evaluation and rehabilitation in lieu of discharge, provided the employee agrees to all rehabilitation treatment, education, testing and other conditions as set forth in a written Last Chance Rehabilitation and Return to Work Agreement provided by the City and negotiated with the Union. Any employee who violates the terms of the Agreement will be subject to immediate discharge. The City will consider the following factors in exercising its discretion: the employee's length of service, the employee's work record, the safety-sensitivity of the individual’s position, the consequences of the violation, whether the individual’s behavior violated any other City policy and any other circumstances offered by the employee that mitigate against discharge.
Employees who Report Dependencies and Seek Treatment after Committing a Policy Violation. Employees who claim drug or alcohol dependencies after violating this Policy are subject to discharge, irrespective of such dependencies. The District may however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of discharge, provided the employee promptly complies with the terms and conditions set forth in Section C.1., above. The District will consider the following factors in exercising its discretion: the employee's length of service; the employee's work record, in particular, whether the employee has committed a previous alcohol or drug policy infraction; the consequences of the violation; any other circumstances offered by the employee that mitigates against discharge. It is understood and agreed that the references to discipline and discharge set forth in this Policy and any Last Chance Agreements are not intended to supersede "just cause" requirements. The District continues to be bound by principles of "just cause," as well as due process obligations. APPENDIX C SOUTH LANE COUNTY FIRE & RESCUE STANDARD OPERATING GUIDELINE Hiring 12 and 24 Hour Overtime The purpose of Appendix C is to establish procedures for hiring back personnel to maintain daily minimum staffing levels, as determined by the District. Should the District determine the need to reduce or increase daily minimum staffing levels, the District shall notify L-851 in writing, no less than ninety days (90), prior to daily minimum staffing reductions or increases. The procedures set forth in this document shall not be modified or changed by the District or L-851, unless both parties have agreed to said changes or alterations in writing. The daily minimum staffing levels, for purposes of this agreement, are the number of personnel required to begin a shift each day. 12 and 24 hour overtime (OT) positions shall be filled in the following manner; • The 12 hour OT Roster shall be used to fill OT positions over eight (8) hours but less than sixteen (16) hours in duration. • The 24 hour OT Roster will be used to fill positions sixteen (16) hours to twenty-four (24) hours in duration. • When filling an OT shift caused by personnel working in an AIC position, the OT shift shall first be offered to the classification (FF, ENG, CPT) for which the vacating personnel was serving as an AIC.
