Rehabilitative/Corrective Action Sample Clauses

Rehabilitative/Corrective Action. A. Applicants for employment who test positive for the presence of a controlled substance or alcohol shall not be considered fit to perform the duties of the job sought. B. The Employer may require an employee who has tested positive for the presence of a controlled substance to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This section shall not be construed to limit the Employer's right to take appropriate disciplinary action when an employee tests positive for the presence of illegal drugs. C. Any employee who refuses to submit to substance abuse testing as required by this Article shall be subject to discipline, up to and including discharge from his/her employment. A. The Employer will pay the cost of any physical examinations and tests required by this Article. B. Physical examinations and/or specimens required by this Article will normally be obtained while the employee is on duty. If an employee is required to submit to examinations or testing other than during normal duty hours, the employee shall be paid for all time required for the examination and/or testing. C. The physical examinations and tests will be performed by medical personnel selected by the Employer. D. Employees who are required by this Article to take a physical examination or test shall be required to sign an authorization releasing the records of such examinations and tests to the Employer. E. The Employer will, to the extent permitted by law, keep the results of any testing required by this Article confidential. Furthermore, any results of positive testing which the Employer later determines have been refuted shall have affixed thereto the subsequent refutation. Test results shall be considered confidential medical records.
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Rehabilitative/Corrective Action a. JEA may require an employee who has tested positive for the presence of alcohol or illegal drugs and to which subparagraphs 25.4.a.1 or b.1 applies, or to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This section shall not be construed to limit JEA’s right to take appropriate disciplinary action when an employee tests positive for the presence of alcohol or illegal drugs. b. Any employee who is required to submit to counseling or other rehabilitative treatment as a condition of continued employment shall sign a release, authorizing the release of information to JEA sufficient to determine whether the employee can safely perform his/her job duties. The manager shall make the decision whether the employee can perform his/her job duties in conjunction with a physician associated with the rehabilitation/treatment facility. The information provided to JEA shall be limited to the following: 1. Whether the employee has regularly attended counseling and/or treatment sessions, as directed. 2. Whether the employee has satisfactorily participated in counseling and/or treatment sessions. 3. Whether the employee has complied with all requests for substance abuse tests, and whether the employee has passed all of those tests. 4. Whether the employee has admitted to using alcohol or illegal drugs subsequent to the test which resulted in the referral to counseling and/or rehabilitative treatment. 5. Whether there is any reason to believe that the employee’s return to work could result in a risk to persons or property. 6. Whether JEA should impose any work related limitations or requirements upon the employee in the event that JEA determines to permit the employee to return to work. c. Driving restriction for employees with CDL shall be as stipulated in the Federal Highway Administration Controlled Substance & Testing Program, 49 CFR 382, et seq. The same restriction will be used for other safety sensitive employees.
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Rehabilitative/Corrective Action. A. The Employer may require an employee who has tested positive for the presence of alcohol and/or controlled substances/drugs to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This Article shall not be construed to limit the Employer’s right to take appropriate disciplinary action when an employee tests positive for the presence of alcohol and/or controlled substances/drugs. B. Any employee who refuses to submit to alcohol and/or substance abuse testing as required by this Article shall be subject to discipline, up to and including discharge from employment.
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Rehabilitative/Corrective Action. A. Applicants for employment who test positive for the presence of a controlled substance or alcohol shall not be considered fit to perform the duties of the job sought. B. The Employer may require an employee who has tested positive for the presence of a controlled substance to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This section shall not be construed to limit the Employer's right to take appropriate disciplinary action when an employee tests positive for the presence of illegal drugs. C. Any employee who refuses to submit to substance abuse testing as required by this Article shall be subject to discipline, up to and including discharge from his/her employment.
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Rehabilitative/Corrective Action. (a) Any employee is eligible one time only to notify the employer that he/she has a drug and/or alcohol problem, and upon such notification the employee shall be permitted to enter rehabilitation, subject to a single last chance agreement. In order to be eligible for this one time opportunity for rehabilitation, the employee must notify the employer that he/she has a drug and/or alcohol problem at least one day before the employee is notified that he/she is scheduled for testing pursuant to section 23.2 (a) (reasonable suspicion testing), section 23.2 (i) (safety sensitive testing), section 23 (g) (completion of an apprenticeship program), or section 23.2 (f) (CDL testing). In the case of testing under sections 23.2 (b) and 23.2 (c) (testing following an accident), the employee must notify the employer that he/she has a drug and/or alcohol problem at least one day in advance of any accident that gives rise to the need for testing in order to be eligible for this one time opportunity for rehabilitation. In the case of testing pursuant to section 23.2 (e) (annual testing), the employee must notify the employer that he/she has a drug and/or alcohol problem before the week that the employee is scheduled to be tested in order to be eligible for this one time opportunity for rehabilitation. (b) JEA may require an employee who has tested positive for the presence of alcohol or illegal drugs and to which subparagraphs 23.4 (a) (1) or 23.4 (b) (1) applies, or who has elected to come under subparagraph 23.5 (a) to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This section shall not be construed to limit JEA’s rights to take appropriate disciplinary action when an employee tests positive for the presence of alcohol or illegal drugs. (c) Any employee who is required to submit to counseling or other rehabilitative treatment as a condition of continued employment shall sign a release, authorizing the release of information to JEA sufficient to determine whether the employee can safely perform his job duties. The decision as to whether the employee can safely perform his job duties shall be made by the Vice President, Director, or Manager in conjunction with a physician associated with the rehabilitation/treatment facility. The information provided to JEA shall be limited to the following: (1) Whether the employee has regularly attended counseling and/or treatment sessions, as directed. (2) Whether the employee has satisf...
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Rehabilitative/Corrective Action. A. Applicants for employment whose urine is found to contain the presence of a controlled substance shall not be hired. Applicants tested under the Omnibus Transportation Employee Testing Act of 1991 will not be hired if they have an alcohol concentration of 0.02
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Rehabilitative/Corrective Action. The Employer may refer an employee to and require an employee to attend the Employee Assistance Program after he/she has tested positive for the presence of alcohol and/or illegal drugs as a condition of continued employment. This section shall not be construed to limit the Employer's right to take appropriate disciplinary action when an employee tests positive for the presence of alcohol and/or illegal drugs.
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Related to Rehabilitative/Corrective Action

  • 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.

  • 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.

  • Corrective Action Despite its right to terminate this Agreement pursuant to this Article, the LHIN may choose not to terminate this Agreement and may take whatever corrective action it considers necessary and appropriate, including suspending Funding for such period as the LHIN determines, to ensure the successful completion of the Services in accordance with the terms of this Agreement.

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

  • Corrective Action Plan Within fifteen (15) Business Days following the establishment of the Joint Remediation Committee, the Purchasers, in consultation with the Sellers, shall prepare and submit to the Joint Remediation Committee an initial draft of the Corrective Action Plan. The parties shall work in good faith through the Joint Remediation Committee to finalize the Corrective Action Plan within fifteen (15) Business Days of the Purchasers’ submission of the initial draft of the Correct Action Plan. At the end of such period, if the Sellers reasonably determine that the Corrective Action Plan proposed by the Purchasers (as may be modified over the course of such period) would not reasonably be expected to satisfactorily address the Major Default, then the Sellers may escalate the issue to the Head of Commercial Capital (or equivalent leader of any successor business unit) of the Seller Group and the Chief Executive Officer of the Bank Assets Purchaser (the “Senior Executives”) and the Senior Executives shall work collaboratively (including with the Joint Remediation Committee) to develop a mutually agreeable Corrective Action Plan within fifteen (15) Business Days.

  • Corrective Actions The Government will use its best efforts to ensure that each Covered Provider (i) takes, where necessary, appropriate and timely corrective actions in response to audits, (ii) considers whether the results of the Covered Provider’s audit necessitates adjustment of the Government’s records, and (iii) permits independent auditors to have access to its records and financial statements as necessary.

  • Corrective Action Plans If the OAG finds deficiencies in XXXXXXX’s performance under this Grant Contract, the OAG, at its sole discretion, may impose one or more of the following remedies as part of a corrective action plan: increase of monitoring visits; require additional or more detailed financial and/or programmatic reports be submitted; require prior approval for expenditures; require additional technical or management assistance and/or make modifications in business practices; reduce the contract amount; and/or terminate this Grant Contract. The foregoing are not exclusive remedies, and the OAG may impose other requirements that the OAG determines will be in the best interest of the State.

  • Mitigation and Corrective Action Business Associate shall mitigate, to the extent practicable, any harmful effect that is known to it of an impermissible use or disclosure of PHI, even if the impermissible use or disclosure does not constitute a Breach. Business Associate shall draft and carry out a plan of corrective action to address any incident of impermissible use or disclosure of PHI. If requested by Covered Entity, Business Associate shall make its mitigation and corrective action plans available to Covered Entity. Business Associate shall require a Subcontractor to agree to these same terms and conditions.

  • Affirmative Action Program 1 CONSULTANT shall strive to implement principles of equal employment opportunity through an effective affirmative action program, which shall have as its objective to increase the use of women, minorities, and persons with disabilities and other protected groups, at all levels of employment in all divisions of CONSULTANT's work force, where these groups may have been previously under-used and under-represented.

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