Common use of Rehabilitation and Counseling Clause in Contracts

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. 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 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. Any positive test results, upon confirmation by the Medical Review Officer, will result in the Employee being relieved from duty. In some cases, the Township may allow the Employee to enroll in a treatment program, in lieu of termination. If the Township allows the Employee to enroll in such a program and 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, to a maximum of 60 calendar days, 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 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.