Common use of SELF-DISCLOSURE AND EMPLOYEE ASSISTANCE Clause in Contracts

SELF-DISCLOSURE AND EMPLOYEE ASSISTANCE. Any employee who has a personal drug and/or alcohol problem is encouraged to come forward for assistance with rehabilitation and in doing so will not jeopardize his or her employment. (If the employee is this situation is already subject to discipline for other reasons at the time he or she comes forward, the act of coming forward will not excuse the employee from that discipline. At the same time, the act of coming forward will not be considered in the determination of appropriate discipline.) The Hospital recognizes that individuals may be hesitant to disclose their usage or choice to seek assistance. However, if an employee is in this situation, it is in his/her best interest to make a Voluntary Disclosure to the Hospital before it leads to a violation of this policy or leads to unacceptable performance, attendance or other unacceptable work habits. (“Voluntary Disclosure” means self-disclosure by an employee to the Hospital regarding the possible need for assistance in connection with the use of drugs or alcohol.) An employee who makes such a Voluntary Disclosure may seek time off in connection with treatment. Such employee may pursue any needed alcohol or drug treatment with a private treatment program. The employee may ask his or her personal physician to assist the employees in identifying and selecting an appropriate treatment program. Accrued PTO time/sick leave benefits may be used while attending Hospital approved treatment and/or rehabilitation. After such accommodation, the discontinuation of any involvement with alcohol or drugs may be an essential requisite for employment and is consistent with the Hospital’s policy of maintaining a drug free workplace. The employee will be required to comply with return to work terms that include, among other things, (a) that the employee must pass a drug/alcohol test before returning to work and (b) that the employee will be subject to periodic testing during the two-year period following the employee’s return to work. The return to work terms also may include a requirement that the employee authorize the release of information regarding his or her participation in and compliance with any treatment program, and the effectiveness of the treatment program in direct relation to any employee’s ability to return to work.