Evaluation and Treatment. A. Each covered employee who acknowledges to the Director of Transportation and/or the ADAPM a current drug/alcohol dependency condition shall be placed on official leave to successfully resolve problems associated with the use of prohibited drugs or alcohol misuse. At the employee’s election, he/she may choose to use any available appropriate leave. Upon verification from the SAP to the ADAPM that the employee is fit for duty, the employee shall be returned to duty in his/her original position, or an equivalent position if the original position is no longer available. If an employee is returned to duty, he/she shall be required to take a return-to-duty test and will be subject to unannounced follow-up tests. A positive return to duty test or follow-up test will result in immediate termination.
B. The District shall make available to an employee who voluntarily acknowledges a drug/alcohol problem and/or who participates in a rehabilitation program a list of all available resources for evaluation and treatment of a drug/alcohol problem.
C. Each employee who has been found to have a confirmed or confirmed positive test result shall be advised by the ADAPM of the resources available to the employee in evaluating and resolving problems associated with the misuse of alcohol and use of controlled substances, including the names, addresses and telephone number of SAPs and counseling and treatment programs.
D. In addition, employees deemed fit for duty by the SAP and who return to duty shall be subject to unannounced follow-up alcohol and controlled substance tests administered by the employer following the employee's return to duty in accordance with FHWA Regulations.
E. Evaluation and rehabilitation shall be provided by a SAP not employed with the employer. The EAP shall be acceptable as long as the EAP is through an outside company that does not employ Board employees.
F. All costs for required testing shall be borne by the employer.
G. Rehabilitation costs shall be borne by the employee.
Evaluation and Treatment. A. Each covered employee who acknowledges to his/her immediate supervisor and/or the ADAPM that he/she has a current drug/alcohol dependency condition shall be placed on official leave without pay to successfully resolve problems associated with the use of prohibited drugs or alcohol misuse. At the employee's election, he/she may choose to use any available appropriate leave. Upon verification from the SAP to the ADAPM that the employee is fit for duty, the employee shall be returned to duty in his/her original position, or an equivalent position if the original position is no longer available. If an employee is returned to duty, he/she shall be required to take a return -to-duty-test and will be subject to unannounced follow-up tests. A positive return to duty test or follow-up test will result in immediate termination.
B. The District shall make available to an employee who voluntarily acknowledges a drug/alcohol problem and/or who participates in a rehabilitation program a list of all available resources for evaluation and treatment of a drug/alcohol problem.
C. Evaluation and rehabilitation shall be provided by a SAP not employed with the employer. The EAP shall be acceptable as long as the EAP is through an outside company that does not employ Board employees.
D. All costs for required testing shall be borne by the employer.
E. Rehabilitation costs shall be borne by the employee.
Evaluation and Treatment. Facility (E&T) means any facility which can provide directly, or by direct arrangement with other public or private agencies, emergency evaluation and treatment, outpatient care, and timely and appropriate inpatient care to persons suffering from a mental disorder, and which is certified as such by the Department of Social and Health Services. A physically separate and separately operated portion of a state hospital may be designated as an evaluation and treatment facility. A facility which is part of, or operated by, the Department or any federal agency will not require certification. No correctional institution or facility, or jail, may be an evaluation and treatment facility within the meaning of RCW Chapter 71.05.020.
Evaluation and Treatment. The opportunity for rehabilitation (rather than discipline) shall be granted once for any lieutenant who is not involved in any drug/alcohol related criminal activity other than possession for personal use and either:
a) voluntarily admits to alcohol or drug abuse prior to testing; or
b) tests positive for the first time Any employee who voluntarily admits to the Sheriff his/her use of or dependence upon illegal drugs and/or alcohol, or tests positive for the first time, shall be afforded the opportunity to participate in a mutually acceptable rehabilitation program. Any costs for an initial evaluation by a mutually agreed to substance abuse professional (SAP) shall be borne by the County. Any costs associated with treatment recommended by the evaluation shall be the employee’s responsibility. The employee may draw on any existing annual leave, sick and/or compensatory time accruals as long as he/she in compliance with the recommendations of the SAP. The employee may draw on any existing sick time accruals for time spent during normal working hours under the care of a physician or for time spent during normal working hours in scheduled activities prescribed by the SAP. The employee must, upon request by the Sheriff or his designee, provide a certificate from a physician and/or SAP recommended professional verifying the time claimed as sick leave. Reinstatement to the employee’s position may only occur upon certification that the employee has satisfactorily fulfilled the treatment plan prescribed by the SAP with a recommendation that the employee be returned to regular assignment. The Sheriff shall retain the right to assign and manage personnel in accordance with Civil Service Law and the collective bargaining agreement. Any return to duty test will be scheduled on the employee’s own time and the costs associated with the test shall be the responsibility of the employee if the results of the test are positive. Upon returning to work an employee will be subject to random tests during the twelve (12) month period following reinstatement. Every effort will be made to schedule these tests during normal working hours. If the tests are unable to be scheduled during normal working hours they will still be treated as time worked for payroll purposes. The costs associated with the tests shall be the responsibility of the employee if the results of the test are positive.
Evaluation and Treatment. 6.1 The Village will assist employees who have a drug or alcohol dependency problem to recover from such addictions, provided the employees seek and accept assistance. This will be kept confidential and is unrelated to the drug and alcohol testing process. The Village will provide assistance, referral and advise employees with respect to drug and alcohol abuse when requested. It is important to emphasize that employees with alcohol and/or drug problems who wish to avail themselves of rehabilitative services after informing the Village, or seeking other means o f rehabilitation, should pursue help before they are required to undergo either random or reasonable suspicion testing, at which point they w ill be placed in a safety-sensitive position until all rehabilitation requirements are m et The safety ofthe Village’s employees is the first and foremost concern. Failure to meet rehabilitation requirements may lead to disciplinary action pursuant to applicable law and the parties’ collective bargaining agreement. This is to be considered an employee benefit not an excuse to condone the use o f drugs or alcohol in the workplace.
6.2 Prior to being notified that he/she will be tested for drugs or alcohol, an employee may notify the Department Head or Village Manager that he/she is abusing or misusing drugs or alcohol. An employee who has admitted to such conduct shall be permitted to enter a rehabilitation program for treatment. The time required to be absent from work for such rehabilitation shall be treated as any other illness pursuant to the contract and existing terms and conditions of employment between the Village and PBA. An employee who admits to such conduct and enters and successfully completes a rehabilitation program shall not be subject to discipline.
Evaluation and Treatment. Evaluate each patient presented for care and/or treatment. The degree of evaluation and treatment rendered to any patient shall be the responsibility of the Orthodontist, it being acknowledged that an orthodontist performing orthodontic services must exercise the orthodontist's own judgment as to the means and methods of treating each patient. Orthodontix Professional shall use reasonable efforts to accommodate patient requests to receive care from a particular orthodontist practicing at the Location subject to the Orthodontist's desired work schedule. New patients shall be assigned to orthodontists at the Location on a rotational basis.
Evaluation and Treatment. Welcome to my practice. This document contains important information about my professional services and business policies. Please read it carefully and note any questions that you might have so that we may discuss them. Once you sign this form, it will constitute a binding agreement between us.
Evaluation and Treatment. Any costs involving an initial evaluation by the substance abuse professional, selected by the Xxxxxx Central School District, shall be borne by the Xxxxxx Central School District. All follow-up testing directed by the substance abuse professional shall be paid for by the employee and will be on the employee's time. The expense of such follow-up testing may be submitted to insurance providers if the employee so chooses. This in no way is a guarantee by the Xxxxxx Central School District that such claim will be paid by the insurance providers. Unless the employee is terminated, an unpaid leave of absence will be allowed for follow-up testing and treatment if directed by the substance abuse professional on an in- patient or out-patient basis, provided that the employee may use accumulated sick leave, vacation and/or personal time in accordance with the current Collective Bargaining Agreement. This provision shall in no way preclude the right of the Xxxxxx Central School District to impose discipline, up to and including dismissal, against the employee pursuant to the District's existing disciplinary authority. Nothing herein shall be construed to diminish any rights which may apply under the Family Medical Leave Act or other relevant laws, nor shall granting of such time off be considered a recognition of American with Disabilities Act status of such employee by the Xxxxxx Central School District. Reinstatement to the employee's position if available or an equivalent position if available may only occur upon certification that the employee has satisfactorily completed a rehabilitation program and the program recommends return to regular assignment. Department heads shall retain the right to assign and manage personnel in accordance with the Civil Service Law and the Collective Bargaining Agreement.
Evaluation and Treatment. Facility (E&T) means any facility which can provide directly, or by direct arrangement with other public or private agencies, emergency evaluation and treatment, outpatient care, and timely and appropriate inpatient care to persons suffering from a mental disorder, and which is certified as such by the Department of Social and Health Services. A physically separate and separately operated portion of a state hospital may be designated as an
Evaluation and Treatment. The Village will assist employees who have a drug or alcohol dependency problem to recover from such addictions, provided the employees seek and accept assistance. This will be kept confidential and is unrelated to the drug and alcohol testing process. The Village will provide assistance, referral and advise employees with respect to drug and alcohol abuse when requested. It is important to emphasize that employees with alcohol and/or drug problems who wish to avail themselves of rehabilitative services after informing the Village, or seeking other means of rehabilitation, should pursue help before they are required to undergo either random or reasonable suspicion testing, at which point they will be placed in a safety-sensitive position until all rehabilitation requirements are met. The safety of the Village’s employees is the first and foremost concern. Failure to meet rehabilitation requirements may lead to disciplinary action pursuant to applicable law and the parties’ collective bargaining agreement. This is to be considered an employee benefit, not an excuse to condone the use of drugs or alcohol in the workplace.
