Last Chance Agreement. Refusal to sign a Last Chance Agreement shall be considered just cause for termination. The Last Chance Agreement shall be the final step before termination in the disciplinary process. The treatment and aftercare portion of the Last Chance Agreement will be monitored for compliance by the Employee Assistance Program. The Last Chance Agreement shall require at least the following:
Last Chance Agreement. 5 The following agreement is entered into between Multnomah County and the Employee. 6 Failure on the part of the employee to meet the expectations below will result in the 7 termination of his or her employment with the County. 8
Last Chance Agreement. A standard letter of conditions for continued employment that is offered by the Chief, or the right to same is invoked by an Officer under certain conditions outlined in this order, after it has been determined that the Officer has violated this order.
Last Chance Agreement. Refusal to sign a LCA shall be considered just cause for termination. The LCA shall be the final step before termination in the disciplinary process. The treatment and aftercare portion of the LCA shall be monitored for compliance by the EAP. The LCA shall include but not be limited to the following:
1. The Fire Department shall notify the employee to contact the EAP within five (5) working shifts of employee notification of a positive drug or alcohol test.
2. Compliance with and satisfactory completion of treatment by a Bureau of Alcohol and Drug Abuse certified rehabilitation program/provider. The EAP shall recommend program/provider options. The employee shall select a program/provider, but is not limited to the recommended programs/providers. However, if the employee selects a program other than the provider under contract with the IAFF Insurance Trust, the employee shall be responsible for all expenses.
3. Enrollment and continued attendance in an aftercare program, as necessary.
4. Certificate of fitness/return-to-duty form, signed by the Bureau of Alcohol and Drug Abuse certified rehabilitation program/provider releasing the employee to return to work.
5. A Minimum of four (4) random tests over a period of one (1) year from the date of returning to duty. The Fire Chief or designee may require testing at any time the employee is on duty.
Last Chance Agreement a) In considering appropriate disciplinary action, the Police Chief may require that an Officer be evaluated by a qualified professional designated by the Police Chief. If that professional recommends a program of counseling and/or rehabilitation for the Officer, the Police Chief may offer the Officer, as an alternative to indefinite suspension, the opportunity to enter into a last chance agreement. The agreement may include the following provisions in addition to any other provisions agreed upon by the Officer and the Police Chief.
(1) The Officer will successfully complete the program of counseling and/or rehabilitation recommended by the qualified professional designated by the Police Chief.
(2) The program of counseling and/or rehabilitation will be completed on the Officer's off-duty time, unless the Police Chief approves the use of accrued vacation leave or sick leave. The Officer shall be responsible for paying all costs of the program of counseling and/or rehabilitation, which are not covered by the Officer's health insurance plan.
(3) The Officer will agree to a probationary period not to exceed one (1) year, with the additional requirement that if, during the probationary period, the Officer commits the same or a similar act of misconduct, the Officer will be indefinitely suspended without right of appeal.
b) If the Officer's misconduct involves alcohol-related behavior, the Police Chief may require that the Officer submit to mandatory alcohol testing, upon order by the Police Chief, for a specified period of time. If the Officer accepts the opportunity for a last chance agreement, the Officer may not appeal any terms of the agreement. If the Officer fails to successfully complete the agreed upon program, the Officer may be indefinitely suspended without right of appeal.
Last Chance Agreement. The Last Chance Agreement will be held in a sealed envelope for four years after the conclusion of testing so that the Last Chance Agreement may be considered for additional action up to termination. Any employee violating a Last Chance Agreement will be terminated, and a Last Chance Agreement will be offered only once during an employee’s employment with City.
Last Chance Agreement. Last Chance Agreements shall be specific in nature and when appropriate 9 a duration will be specified.
Last Chance Agreement. An agreement in lieu of termination between the District and the employee who has violated the provisions of this policy which specify the conditions to which the employee must adhere in order to remain employed.
Last Chance Agreement. At the discretion of the General Manager, a last chance agreement may be entered into with the employee, the bargaining unit if appropriate, and the District. This agreement is a possible alternative to termination. The agreement, signed by all parties, will state the steps or conditions that the employee is required to follow or meet to continue his or her employment with the District.
Last Chance Agreement. In considering appropriate disciplinary action, the Department head may require that a firefighter be evaluated by a qualified professional (within the City’s E.A.P). If that professional recommends a program of counseling and/or rehabilitation for the firefighter, the Department head may offer the firefighter, as an alternative to indefinite suspension, the opportunity to enter into a last chance agreement. The agreement may include the following provisions in addition to any other provisions agreed upon by the firefighter and the Department head.
A. The firefighter shall successfully complete the program of counseling and/or rehabilitation recommended by the qualified professional designated by the Department head.
B. The program of counseling and/or rehabilitation will be completed on the firefighter’s off-duty time, unless the Department head approves the use of accrued vacation leave or sick leave. The firefighter shall be responsible for paying all costs of the program of counseling and/or rehabilitation, which are not covered by the City’s E.A.P. policy or the firefighter's health insurance plan.
C. The firefighter shall agree to a probationary period not to exceed one (1) year, with the additional requirement that if, during the probationary period, the firefighter commits the same or a similar act of misconduct, the firefighter will be indefinitely suspended without right of appeal. If the firefighter’s misconduct involves alcohol or substance abuse related behavior, the Department head may require that the firefighter submit to mandatory alcohol or drug testing, upon order by the Department head, for a specified period of time not to exceed one (1) year. If the firefighter accepts the opportunity for a last chance agreement, the firefighter may not appeal any terms of the agreement. If the firefighter fails to successfully complete the agreed upon program, the firefighter may be indefinitely suspended without right of appeal.
