RECOGNITION OF TREATABLE PROBLEMS. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically dependent employee to remain employed so long as performance expectations are maintained and the employee is not found to be under the influence of illicit drugs, prescription drugs for which the employee has no current prescription, or alcohol while on duty. Efforts should be made by the employee to identify those conditions and the treatment options at an early stage to prevent or minimize erosion in work performance when applicable. The Employer and the Union will encourage and support employee self-reporting of such dependency issues and participation in the State substance abuse monitoring program, including individually tailored “return to work” agreements, through which employees may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the employee is eligible for accrued sick leave and/or health leave of absence under the same terms as other health conditions provided the employee is participating in an approved treatment/rehabilitation program.
RECOGNITION OF TREATABLE PROBLEMS. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically impaired employee to remain employed so long as performance expectations are maintained and the employee does not require supervision in a position where working independently is a part of the employee’s job responsibilities. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance when applicable. The Employer and the Union will encourage and support employee participation in the State substance abuse monitoring program, including individually tailored return to work agreements, through which employees may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the employee is eligible for accrued PTO/EIB and/or health leave of absence under the same terms as other health conditions provided the employee is participating in an approved treatment/rehabilitation program. It is the intention of the Employer to work with an employee to adjust their work schedule on an ad hoc or temporary basis to support the chemically dependent employee’s participation in prescribed treatment programs. The Employer and the Union acknowledge that employees continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Employer’s policies and procedures.
RECOGNITION OF TREATABLE PROBLEMS. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically impaired employee to remain employed so long as performance expectations are maintained and the employee does not require supervision in a position where working independently is a part of the employee’s job responsibilities. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion on work performance when applicable. The Employer and the Union will encourage and support employee’s participation in the Employee Assistance and/or State substance abuse monitoring/rehabilitation program, including individually tailored return to work agreements, through which employees may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance. The Employer further acknowledges that alcoholism and chemical dependency are health conditions for which the employee is eligible for accrued paid time and/or health leave of absence under the same terms as other health conditions provided the employee is participating in an approved treatment/rehabilitation program. It is the intention of the Employer to work with an employee to adjust their work schedule on an ad hoc or temporary basis to support the chemically dependent employee’s participation in prescribed treatment programs. The Employer and the Union acknowledge that employees continue to be responsible for maintaining satisfactory job performance and attendance and for compliance with the Employer’s policies and procedures. The parties agree to utilize the Labor Management Committee to consider other qualifying factors beyond alcohol and chemical dependency.
RECOGNITION OF TREATABLE PROBLEMS. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically impaired employee to remain employed so long as performance expectations are maintained and the employee does not require supervision in a position where working independently is a part of the employee's job responsibilities. Efforts should be made by the employee to identify these conditions and the treatment options at an early stage to prevent or minimize erosion in work performance when applicable. The Employer and the Union will encourage and support employee participation in the State substance abuse monitoring program, including individually tailored return to work agreements, through which employees may seek confidential assistance in the resolution of chemical dependency or other problems which may impact job performance.
RECOGNITION OF TREATABLE PROBLEMS. The Employer and the Union recognize that alcohol and chemical dependency are chronic and treatable conditions. The Employer and the Union support efforts which will enable the chemically impaired employee to remain employed so long as performance expectations are maintained and the employee does not require supervision in a position where working independently is a part of the employee’s job responsibilities.
