Common use of Responsibilities and Guidelines Clause in Contracts

Responsibilities and Guidelines. a. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor will discuss the apparent difficulties with the employee. b. If the employee is unable to correct his or her job performance difficulties through his or her own efforts, Management will refer the employee to the Employee Assistance Program. c. The focus of corrective discussions by supervisors is restricted to the issue of job performance or conduct and the possible job-related consequences. d. Conduct that has medical aspects, such as conduct that evidences emotional disorder, impaired judgment, or alcohol or drug abuse (subject to provisions of Article 43.4), will be addressed as medical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separation. e. Supervisors shall consider the guidance of the referral sources in establishing reasonable expectations for an employee’s recovery time. f. Participation in the program shall not jeopardize an employee’s job security or his or her opportunity to compete for promotion. g. Sick leave is an appropriate form of leave for treatment or counseling sessions. h. The program advisor shall maintain an up-to-date listing of community facilities for treatment of medical/behavioral problems. Such listing shall include, when known, the cost of such services and eligibility requirements. i. In most circumstances, a disciplinary action may be held in abeyance if the employee enters an appropriate rehabilitation program, permits the counselor to report to Management on the employee’s attendance in the program, and is making observable progress in conduct and/or performance on the job.

Responsibilities and Guidelines. a. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor supervi- sor will discuss the apparent difficulties with the employee. b. If the employee is unable to correct his or her job performance difficulties through his or her own efforts, Management will refer the employee to the Employee Em- ployee Assistance Program. c. The focus of corrective discussions by supervisors is restricted to the issue of job performance or conduct and the possible job-related consequences. d. Conduct that has medical aspects, such as conduct that evidences emotional disorder, impaired judgment, or alcohol or drug abuse (subject to provisions of Article 43.4)abuse, will be addressed as medical med- ical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separation. e. Supervisors shall consider the guidance of the referral sources in establishing reasonable expectations for an employee’s recovery time. f. Participation in the program shall not jeopardize an employee’s job security or his or her opportunity to compete for promotion. g. Sick leave is an appropriate form of leave for treatment or counseling sessions. h. The program advisor shall maintain an up-to-date listing of community facilities facili- ties for treatment of medical/behavioral problems. Such listing shall include, when known, the cost of such services and eligibility requirements. i. In most circumstances, a disciplinary action may be held in abeyance if the employee enters an appropriate rehabilitation program, permits the counselor to report to Management on the employee’s attendance in the program, and is making mak- ing observable progress in conduct and/or performance on the job.

Responsibilities and Guidelines. a. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor will discuss the apparent difficulties with the employee.* b. If the employee is unable to correct his or her job performance difficulties through his or her own efforts, Management will refer the employee to the Employee Assistance Program. c. The focus of corrective discussions by supervisors is restricted to the issue of job performance or conduct and the possible job-related consequences.* d. Conduct that has medical aspects, such as conduct that evidences emotional disorder, impaired judgment, or alcohol or drug abuse (subject to provisions of Article 43.4), will be addressed as medical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separation. e. Supervisors shall consider the guidance of the referral sources in establishing reasonable expectations for an employee’s recovery time. f. Participation in the program shall not jeopardize an employee’s job security or his or her opportunity to compete for promotion. g. Sick leave is an appropriate form of leave for treatment or counseling sessions. h. The program advisor shall maintain an up-to-date listing of community facilities for treatment of medical/behavioral problems. Such listing shall include, when known, the cost of such services and eligibility requirements. i. In most circumstances, a disciplinary action may be held in abeyance if the employee enters an appropriate rehabilitation program, permits the counselor to report to Management on the employee’s attendance in the program, and is making observable progress in conduct and/or performance on the job.*

Responsibilities and Guidelines. a. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor will discuss the apparent difficulties with the employee. b. If the employee is unable to correct his or her job performance difficulties through his or her own efforts, Management will refer the employee to the Employee Assistance Program. c. The focus of corrective discussions by supervisors is restricted to the issue of job performance or conduct and the possible job-related consequences. d. Conduct that has medical aspects, such as conduct that evidences emotional disorder, impaired judgment, or alcohol or drug abuse (subject to provisions of Article 43.4), will be addressed as medical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separationorseparation. e. Supervisors shall consider the guidance of the referral sources in establishing reasonable expectations for an employee’s recovery time. f. Participation in the program shall not jeopardize an employee’s job security or his or her opportunity to compete for promotion. g. Sick leave is an appropriate form of leave for treatment or counseling sessions. h. The program advisor shall maintain an up-to-date listing of community facilities for treatment of medical/behavioral problems. Such listing shall include, when known, the cost of such services and eligibility requirements. i. In most circumstances, a disciplinary action may be held in abeyance if the employee enters an appropriate rehabilitation program, permits the counselor to report to Management on the employee’s attendance in the program, and is making observable progress in conduct and/or performance on the job.

Responsibilities and Guidelines. a. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor supervi- sor will discuss the apparent difficulties with the employee. b. If the employee is unable to correct his or her job performance difficulties through his or her own efforts, Management will refer the employee to the Employee Em- ployee Assistance Program. c. The focus of corrective discussions by supervisors is restricted to the issue of job performance or conduct and the possible job-related consequences. d. Conduct that has medical aspects, such as conduct that evidences emotional disorder, impaired judgment, or alcohol or drug abuse (subject to provisions of Article 43.4)abuse, will be addressed as medical med- ical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separation. e. Supervisors shall consider the guidance of the referral sources in establishing reasonable expectations for recovery time of an employee’s recovery time. f. Participation in the program shall not jeopardize an employee’s job security or his or her opportunity to compete for promotion. g. Sick leave is an appropriate form of leave for treatment or counseling sessions. h. The program advisor shall maintain an up-to-date listing of community facilities facili- ties for treatment of medical/behavioral problems. Such listing shall include, when known, the cost of such services and eligibility requirements. i. In most circumstances, a disciplinary action may be held in abeyance if the employee enters an appropriate rehabilitation program, permits the counselor to report to Management on the employee’s attendance in the program, and is making mak- ing observable progress in conduct and/or performance on the job.