Rehabilitation and Counseling Sample Clauses

Rehabilitation and Counseling. Any positive test results, upon confirmation by the Medical Review Officer, will result in the Employee being relieved from duty. If the treatment program requires the Employee not to work for a specific period of time, the Employee will be considered on leave. This leave may be conditional upon receipt of reports that the Employee is cooperating with, and making reasonable progress in, the treatment program. Upon completion of the rehabilitation program the Employee must present proof of completion to the Employer, and must pass a drug/alcohol screening. Failure to meet these conditions will result in termination of employment. As stated above, accrued sick leave, and other accumulated time may be used for this purpose. Otherwise, leave will be unpaid. Treatment programs acceptable to the Employer under this agreement are those provided by facilities that are accredited by the Joint Commission on the Accreditation of Hospitals and/or licensed through an appropriate State licensing agency, and those accepted through the medical benefit package. The Employer will require written verification that an Employee is participating in or has completed a treatment program. Any Employee who has returned to work is subject to retesting as otherwise provided in the Article, and if he or she fails the retest, will be immediately discharged. Employee will also be subject to follow-up testing after the Employee fails a drug test. This testing is done to ensure that the Employee’s rehabilitation program was successful. As a condition to continued employment, Employee must agree to a program of follow-up testing.
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Rehabilitation and Counseling a. Any positive test results (except for acceptable limits of alcohol or if a test is positive for a drug that is prescription with corroborating physician’s note) will result in the employee being relieved from duty, pending a disciplinary hearing to be held within five (5) working days of the City receiving the positive test results. b. In the case of a positive test result, the employee shall seek professional help for a drug/alcohol related problem. If the treatment requires that the employee not work for a specific period of time, the employee will be considered on leave of absence as provided for in 4 (c) herein. This leave may be conditional upon receipt of reports that the employee is cooperating and making reasonable progress in the treatment program. In addition, this leave is conditioned upon employee entering an appropriate treatment program as soon as possible. c. Within forty-five (45) days of entering the treatment program, the employee must provide satisfactory medical evidence that he/she has completed the requirements of the program and must pass another drug/alcohol screen provided by the City. This time limit can be extended only based on medical or scientific evidence that a longer time is justified. No period longer than six (6) months total from the date of the original positive test result will be permitted. Failure to meet these conditions will result in termination of employment. Accrued sick leave up to a maximum of six (6) months, and accrued vacation may be used for this leave. Otherwise, this leave will be unpaid. Treatment programs acceptable to the City under this policy are those provided by facilities that are accredited by the Joint Commission on the Accreditation of Hospitals and/or licensed through an appropriate state licensing agency. d. The City will require written verification that an employee is participating in or has completed a treatment program. e. Any employee who has returned to work is subject to re-testing as otherwise provided in this policy, and if he/she fails the re-test, shall be discharged. As a condition of being allowed to return to employment, an employee will be required to submit to six (6) unannounced drug/alcohol tests for a period up to one year after returning to work.
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Rehabilitation and Counseling. If all screening and confirmation tests are positive, the City shall require the bargaining unit employee to participate in a rehabilitation or detoxification program. Any refusal to attend will be grounds for discipline up to and including discharge. A bargaining unit employee who participates in a rehabilitation or detoxification program shall first use sick leave, then vacation leave and finally personal business days for the period of the program. If no such leave is available, the bargaining unit employee shall be placed on unpaid medical leave of absence for the period of the program. Upon the completion of the program and a re-test that demonstrates that a bargaining unit employee is no longer illegally using drugs, the bargaining unit employee shall return to duty in the position held at the time of the rehabilitation leave. The bargaining unit employee may be subject to periodic re- testing upon his return to work for a period of one (1) year from the return to work but no more than three (3) tests. Any bargaining unit employee in the above mentioned rehabilitation and detoxification program will not lose any seniority or benefits. If the bargaining unit employee chooses to seek professional counseling outside the Employee Assistance Program or the City’s health insurance program, the rehabilitation expense shall be borne by the bargaining unit employee. Within forty-five (45) days of entering the treatment program, the bargaining unit employee must provide satisfactory medical evidence that he has completed the program and is fit to return to work, and pass a drug test. This time limit may be extended by the Assistant City Manager if medical or scientific evidence indicate that a longer period of time is justified. However, no period longer than six (6) months from the date of the original positive test result will be permitted. If the bargaining unit employee refuses to undergo rehabilitation, or he fails to complete the program, or if he tests positive during a periodic testing within one (1) year after his return to work, such bargaining unit employee shall be subject to disciplinary action including discharge from his position. Except where otherwise provided herein, cost of all drug screening tests and confirmation tests shall be borne by the City. For the purposes of implementing the provisions of this Article, each bargaining unit employee shall not refuse to execute a medical release in order for the City to obtain the results of the drug...
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Rehabilitation and Counseling. An employee who tests positive for drugs or alcohol under this Article shall be given one opportunity for rehabilitation before disciplinary action is taken, provided that the employee's only rule violation is working or reporting to work under the influence of alcohol or controlled substances. An employee who violates any other rule under this Article shall be subject to disciplinary action, which may include discharge, for the first offense.
Sample 1
Rehabilitation and Counseling. Any positive test results will result in the employee being relieved from duty.
Sample 1
Rehabilitation and Counseling. Any positive test results (except for acceptable limits of alcohol or if a test is positive for a drug that is prescription with corroborating physician’s note) will result in the employee being relieved from duty, pending a disciplinary hearing to be held within five (5) working days of the City receiving the positive test results.
Sample 1

Related to Rehabilitation and Counseling

  • Rehabilitation The Employer may use the results of the drug and alcohol test to require the employee to successfully complete a rehabilitation plan.

  • Cardiac Rehabilitation This plan covers services provided in a cardiac rehabilitation program up to the benefit limit shown in the Summary of Medical Benefits.

  • Rehabilitation Program The company agrees to the implementation of an agreed worker’s compensation rehabilitation policy. The operation of this policy shall be reviewed on a regular basis. The parties commit to ensuring that the rehabilitation of injured workers is an accepted practice, and that suitable duties are provided when available. No employee will be terminated whilst on workers compensation during the first 12 months without prior consultation with the union. The parties agree that the person responsible for the management of rehabilitation cases must be adequately trained to do the job. If such a person is not available within the company, then the services of an agreed building industry rehabilitation coordination service will be used. The parties to this Agreement shall ensure that any employee who sustains a work related injury, illness or disease, will be afforded every assistance in utilising a rehabilitation program aimed at returning that employee to meaningful employment within the industry.

  • Counseling including marriage or pre-marital counseling, religious, family, career, social adjustment, pastoral or financial counseling.

  • Rehabilitative Employment (a) During a period of total disability under this plan, a disabled employee may engage in rehabilitative employment in which case the benefit from this plan will be reduced by 50% of the employee's rehabilitative employment income that exceeds $50 per month. The benefit from this plan will be further reduced by the amount that remuneration from rehabilitative employment plus the benefit from the L.T.D. plan exceeds 75% of the employee's basic wage at date of disability. (b) Rehabilitative employment shall mean any occupation or employment for wage or profit or any course or training that entitles the disabled employee to an allowance, provided such rehabilitative employment has the approval of the employee, and his doctor in consultation with the underwriter of the L.T.D. plan. (c) Rehabilitative employment will be deemed to continue until such time as the employee's earnings from rehabilitative employment exceed 75% of his straight time earnings at date of disability but in no event for more than twenty-four (24) months from the date rehabilitative employment commences.

  • Health Care Operations “Health Care Operations” shall have the same meaning as the term “health care operations” in 45 CFR §164.501.

  • Inpatient If you are an inpatient in a general or specialty hospital for mental health services, this agreement covers medically necessary hospital services and the services of an attending physician for the number of hospital days shown in the Summary of Medical Benefits. See Section

  • Litigation and Compliance ‌ (a) Except as disclosed in the Disclosure Letter, to the best of GLC’s knowledge, there are no actions, suits, claims or proceedings, whether in equity or at law or, any Governmental investigations pending or threatened: (i) against or affecting GLC or the GLC Subsidiaries or with respect to or affecting any asset or property owned, leased or used by GLC or the GLC Subsidiaries; or (ii) which question or challenge the validity of this Agreement, or the Amalgamation or any action taken or to be taken pursuant to this Agreement, or the Amalgamation; nor is GLC aware of any basis for any such action, suit, claim, proceeding or investigation. (b) There is not outstanding against GLC or the GLC Subsidiaries, any judgment, decree, injunction, rule, order or award of any court, Governmental entity, commission, board, bureau, agency, or arbitrator. (c) Each of GLC and the GLC Subsidiaries has conducted and is conducting its business in compliance with, and is not in default or violation under, and has not received notice asserting the existence of any default or violation under, any Law applicable to its business or operations, except for non-compliance, defaults and violations which would not, in the aggregate, have a Material Adverse Effect on GLC. (d) Neither GLC nor any of its assets, including the GLC Subsidiaries, is subject to any judgment, order or decree entered in any lawsuit or proceeding which has had, or which is reasonably likely to have, a Material Adverse Effect on GLC or which is reasonably likely to prevent GLC from performing its obligations under this Agreement. (e) To the best knowledge of GLC, each of GLC and the GLC Subsidiaries has duly filed or made all reports and returns required to be filed by it with any Government and has obtained all permits, licenses, consents, approvals, certificates, registrations and authorizations (whether Governmental, regulatory or otherwise) which are required in connection with its business and operations, except where the failure to do so has not had and will not have a Material Adverse Effect on GLC.

  • Health Care Compliance Neither the Company nor any Affiliate has, prior to the Effective Time and in any material respect, violated any of the health care continuation requirements of COBRA, the requirements of FMLA, the requirements of the Health Insurance Portability and Accountability Act of 1996, the requirements of the Women's Health and Cancer Rights Act of 1998, the requirements of the Newborns' and Mothers' Health Protection Act of 1996, or any amendment to each such act, or any similar provisions of state law applicable to its Employees.

  • Health Care The Company will reimburse the Executive for the cost of maintaining continuing health coverage under COBRA for a period of no more than 12 months following the date of termination, less the amount the Executive is expected to pay as a regular employee premium for such coverage. Such reimbursements will cease if the Executive becomes eligible for similar coverage under another benefit plan.

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