Common use of Procedures for Implementation of the Last Chance Agreement Clause in Contracts

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. An Employee 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 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 employee must attend and successfully complete an authorized rehabilitation program. 5. An Employee 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 employee must submit to periodic urinalysis on a timetable as may be determined by the Public Safety Director/Designee. 8. The Employee employee shall be subject to the terms of Last Chance Agreement for three (3) years after their return to work. 9. The Employee employee must agree in writing that the Employee employee will be automatically terminated forthwith if a violation of any portion of the Last Chance Change Agreement occurs at any time during its enforcement term. 10. Employee must be advised that the Employee 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.