Common use of Rehabilitation and Counseling Clause in Contracts

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.

Rehabilitation and Counseling. a. Any A. An employee who tests positive test results (except for acceptable limits 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 if a test is 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. B. A positive for drug or alcohol test, or a drug that or alcohol problem, shall not excuse or mitigate any other misconduct (e.g., insubordination or dishonesty). The City shall respond to such misconduct by applying the same principles of disciplinary action as it would apply to an employee who had no positive test result and no drug or alcohol problem. C. An employee who is prescription with corroborating physician’s note) entitled to an opportunity for rehabilitation under this Article will result in the employee being be 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 duty immediately and placed on leave of absence as provided for in 4 (c) hereinpaid accrued sick leave. This sick leave may be conditional conditioned 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. D. Within forty-five (45) 45 days of entering the treatment program, program the employee must provide satisfactory medical evidence that he/she he has completed the requirements of the program and is fit to return to work and must pass another drug/alcohol screen provided by the Cityscreen. This time limit can be extended only based on medical or scientific evidence that a longer time is justified. No However, no period longer than six (6) 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, 60 calendar days and accrued vacation may be used for this leave. Otherwise, otherwise this leave will be unpaid. Treatment programs acceptable to If the City under this policy are those dependency was a result of an accepted medical treatment program, the sick leave time shall be extended until the employee has exhausted his/her accumulated sick time. E. The treatment program must be provided by facilities that are a facility accredited by the Joint Commission on the Accreditation of Hospitals and/or licensed through an appropriate state licensing agency. d. F. Any employee who successfully completes a drug/alcohol program as described above and successfully passes a drug screen shall be reinstated to his former position without loss of time in grade. G. The City will Fire Chief may require written verification that up to two tests of an employee is participating in or during the six month period after an employee has completed a treatment rehabilitation program. e. Any employee who has returned to work . These tests need not be based upon a reasonable suspicion of drug or alcohol use. If either test is subject to re-testing as otherwise provided in this policypositive, and if he/she fails the re-test, employee's employment 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 workterminated.

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 hes/she he 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 hes/she he 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.