Procedures for Implementation of the Last Chance Agreement. 1. An Employee whose drug test has been confirmed positive by the Medical Review Officer during random testing shall (if found guilty during department disciplinary proceedings) be offered a Last Chance Agreement if the drug use in question is not in and of its self, a violation of law - i.e., use of illegal drugs or abuse of a legal but not prescribed drug.
2. At the discretion of the Public Safety Director/Designee, the Last Chance Agreement may also be offered to any Employee whose drug test has been confirmed positive by the Medical Review Officer.
3. Standard letter of conditions for continued employment (the Last Chance Agreement) must be signed by an authorized representative of the department, the Officer and the Union.
4. An Employee must attend and successfully complete an authorized rehabilitation program.
5. An Employee must pass a medical examination administered by a medical facility designated by the Public Safety Director/Designee prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
6. The township will not pay the cost of rehabilitation programs beyond the limits of township paid medical insurance. Time off under a rehabilitation program will be charged to sick, vacation, or compensatory time.
7. Once authorized to return to duty, the Employee must submit to periodic urinalysis on a timetable as may be determined by the Public Safety Director/Designee.
8. The Employee shall be subject to the terms of Last Chance Agreement for three (3) years after their return to work.
9. The Employee must agree in writing that the Employee will be automatically terminated forthwith if a violation of any portion of the Last Chance Agreement occurs at any time during its enforcement term.
10. Employee must be advised that the Employee is not obligated to sign the Agreement and be advised he has the right to seek the counsel of his legal or labor representative.
Procedures for Implementation of the Last Chance Agreement. 1. A seniority officer whose drug test has been confirmed positive by the Medical Review Officer during random or reasonable suspicion testing shall, if found guilty during department disciplinary proceedings, be offered a last chance agreement.
2. At the discretion of the Chief of Police, that last chance agreement may also be offered to any officer whose drug test has been confirmed positive by the Medical Review Officer.
3. Standard letter of conditions for continued employment (last chance agreement) must be signed by Department and employee.
4. Officer must attend the employee assistance program and/or an authorized rehabilitation source.
5. Officer must sign a form releasing those records necessary for the City to determine that the employee is complying with the rehabilitation program.
6. Officer must complete a rehabilitation program as prescribed by the employee assistance program and/or an authorized rehabilitation source.
7. Officer must pass a medical examination administered by a medical facility designated by the Chief of Police prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
8. Officer may be allowed to use sick time and apply for a medical leave of absence if required, while undergoing rehabilitation.
9. Once authorized to return to duty, the officer must submit to periodic urinalysis on a timetable as may be determined by the Chief of Police.
10. The officer shall be subject to the terms of this program for three (3) years after their return to work.
11. The officer must agree in writing that the officer will be automatically terminated forthwith if a violation of any portion of this program occurs at any time during it's enforcement term.
12. Officer must be advised that the officer is not obligated to sign the agreement and be advised he has the right to seek the counsel of his legal and/or labor representative.
Procedures for Implementation of the Last Chance Agreement. A. An employee whose drug test has been confirmed positive by the medical review officer during testing shall, if found guilty during department disciplinary proceedings, be offered a last chance agreement.
B. Standard letter of conditions for continued employment (last chance agreement) must be signed by the Employer and employee.
C. Employee must attend and complete the employee assistance program and/or an authorized rehabilitation program, as approved by the Director of Public Safety or his designee. Employees shall be financially responsible for any costs associated with said rehabilitation program.
D. Employee must sign a form releasing any and all information to the Employer as may be requested.
E. Employee must pass a medical examination administered by a medical facility designated by the Director of Public Safety prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
F. Employee may be allowed to use sick time and apply for a medical leave of absence if required, while undergoing rehabilitation.
G. Once authorized to return to duty the employee must submit to periodic urinalysis as may be determined by the Director of Public Safety.
H. The employee shall be subject to the terms of this program for two (2) years after his/her return to work.
I. The employee must agree in writing that he/she will be automatically terminated forthwith if a violation of any portion of this program occurs at any time during its enforcement term.
J. Employee must be advised that he/she is not obligated to sign the agreement and be advised he/she has the right to seek the counsel of his/her legal and/or labor representative. LAST CHANCE AGREEMENT RE:
Procedures for Implementation of the Last Chance Agreement. 1. A Dispatcher whose drug tests have been confirmed positive by the Medical Review Physician during scheduled, reasonable suspicion, or probable cause testing shall, if found guilty during department disciplinary proceedings, be offered a last chance agreement, except for a Dispatcher who had previously declined reasonable suspicion testing as provided in 32.4, B, 5.
2. Standard letter of conditions for continued employment (last chance agreement) must be signed by Department and employee.
3. The Dispatcher must attend the employee assistance program and/or an authorized rehabilitation source. An employee who successfully completes the terms of the last chance agreement will not be disciplined for the violation which led to the last chance agreement. Once authorized to return to active duty, an employee shall return without loss of seniority or reduction in rank or pay, unless otherwise specifically provided by the labor agreement.
4. The Dispatcher must sign an authorization for release of those records necessary for the City to determine that the employee is complying with the rehabilitation program and can be certified for reinstatement.
5. The Dispatcher must complete a rehabilitation program as prescribed by the employee assistance program and/or an authorized rehabilitation source.
6. The Dispatcher must pass a medical examination administered by a medical facility designated by the Chief prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
7. The Dispatcher may be allowed to use sick time and apply for a medical leave of absence if required, while undergoing rehabilitation.
8. Once authorized to return to duty the Dispatcher must submit to periodic urinalysis on a timetable as may be determined by the Chief.
9. The Dispatcher shall be subject to the terms of this program for three
Procedures for Implementation of the Last Chance Agreement. A seniority officer whose drug test has been confirmed positive by the Medical Review Officer during random or reasonable suspicion testing shall, if found guilty during department disciplinary proceedings, be offered a last chance agreement.
Procedures for Implementation of the Last Chance Agreement. 1. At the discretion of the Chief of Police, the last chance agreement may also be offered to any Officer whose drug test has been confirmed positive by the Medical Review Officer. This does not apply to a person seeking voluntary rehabilitation under Paragraph F above who shall be given a last chance agreement as described herein.
2. Standard letter of conditions for continued employment (last chance agreement) must be signed by Department and employee.
3. An Employee must attend an employee assistance program and/or an authorized rehabilitation source.
4. Employee must sign a form releasing any and all information to management as may be requested.
5. Employee must complete a rehabilitation program as prescribed by the employee assistance program and/ or an authorized rehabilitation source.
6. Employee must pass a medical examination administered by a medical facility designated by the Chief of Police prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
7. Employee may be allowed to use sick time or any other accrued paid time and apply for a medical leave of absence if required, while undergoing rehabilitation.
8. Once authorized to return to duty, the Employee must submit to periodic urinalysis on a timetable as may be determined by the Chief of Police.
9. The Employee shall be subject to the terms of this program for three
Procedures for Implementation of the Last Chance Agreement. 1. An Officer whose drug test has been confirmed positive by the Medical Review Officer during random or reasonable suspicion testing shall, (if found guilty during department disciplinary proceedings), be offered a Last Chance Agreement.
2. At the discretion of the Chief of Police, the last chance agreement may also be offered to any officer whose drug test has been confirmed positive by the Medical Review Officer.
3. Standard letter of conditions for continued employment (the Last Chance Agreement) must be signed by an authorized representative of the department and the officer.
4. An Officer must attend and successfully complete an authorized rehabilitation program.
5. An Officer must sign a form releasing any and all information to management as may be requested.
6. An Officer must pass a medical examination administered by a medical facility designated by the Chief of Police prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
7. An Officer may be allowed to use sick time and apply for a medical leave of absence if required, while undergoing rehabilitation.
8. Once authorized to return to duty, the officer must submit to periodic urinalysis on a timetable as may be determined by the Chief of Police.
9. The Officer shall be subject to the terms of last chance agreement for three (3) years after their return to work.
10. The Officer must agree in writing that the Officer will be automatically terminated forthwith if a violation of any portion of the Last Change Agreement occurs at any time during its enforcement term.
11. Officer must be advised that the Officer is not obligated to sign the agreement and be advised he has the right to seek the counsel of his legal or labor representative.
Procedures for Implementation of the Last Chance Agreement. Standard letter of conditions for continued employment (last chance agreement) must be signed by City and employee.
Procedures for Implementation of the Last Chance Agreement. 1. At the discretion of the Chief of Police, the last chance agreement may also be offered to any Officer whose drug test has been confirmed positive by the Medical Review Officer. This does not apply to a person seeking voluntary rehabilitation under Paragraph F above who shall be given a last chance agreement as described herein.
2. Standard letter of conditions for continued employment (last chance agreement) must be signed by Department and employee.
3. An Employee must attend an employee assistance program and/or an authorized rehabilitation source.
4. Employee must sign a form releasing any and all information to management as may be requested.
5. Employee must complete a rehabilitation program as prescribed by the employee assistance program and/or an authorized rehabilitation source.
6. Employee must pass a medical examination administered by a medical facility designated by the Chief of Police prior to being allowed to return to duty. The examination shall only screen for drug use and the physical impact of the prior drug usage.
7. Employee may be allowed to use sick time or any other accrued paid time and apply for a medical leave of absence if required, while undergoing rehabilitation.
8. Once authorized to return to duty, the Employee must submit to periodic urinalysis on a timetable as may be determined by the Chief of Police.
9. The Employee shall be subject to the terms of this program for three (3) years after their return to work.
10. The Employee must agree in writing that the Employee will be automatically terminated if a violation of any portion of this program occurs at any time during its enforcement term.
11. Employee must be advised that the Employee is not obligated to sign the agreement and be advised he has the right to seek the counsel of his legal and/or labor representative. LAST CHANCE AGREEMENT Re: ________________________________ ________________________________ ________________________________
Procedures for Implementation of the Last Chance Agreement. 1. An employee whose drug test has been confirmed positive by the medical review officer during random testing shall (if found guilty during department disciplinary proceedings) be offered a Last Chance Agreement if the drug use in question is not in and of its self, a violation of law - i.e., use of illegal drugs or abuse of a legal but not prescribed drug.
2. At the discretion of the, Township Supervisor the last chance agreement may also be offered to any employee whose drug test has been confirmed positive by the medical review officer.
3. Standard letter of conditions for continued employment (the Last Chance Agreement) must be signed by an authorized representative of the department, the officer and the union.
4. An employee must attend and successfully complete an authorized rehabilitation program.
5. An employee must pass a medical examination administered by a medical facility designated by the Township Supervisor prior to being allowed to return to work. The examination shall only screen for drug use and the physical impact of the prior drug usage.
6. The township will not pay the cost of rehabilitation programs beyond the limits of township paid medical insurance. Time off under a rehabilitation program will be charged to sick, vacation, or compensatory time.
7. Once authorized to return to duty, the employee must submit to periodic urinalysis on a timetable as may be determined by the Township Supervisor. The employee shall be subject to the terms of last chance agreement for three years after their return to work.
8. The employee must agree in writing that the employee will be automatically terminated forthwith if a violation of any portion of the Last Chance Agreement occurs at any time during its enforcement term.
9. Employee must be advised that the employee is not obligated to sign the agreement and be advised he has the right to seek the counsel of his legal or labor representative.
