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.
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.
Rehabilitation and Counseling. A. 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.
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...
Rehabilitation and Counseling. Any positive test results will result in the employee being relieved from duty.
