Common use of Self-Disclosure Clause in Contracts

Self-Disclosure. An employee who, prior to a positive test or accident, voluntarily discloses a dependency on drugs/alcohol to the Employer, voluntarily undergoes an Employer-approved, supervised detoxification treatment program and who executes (and the Union executes) a last chance agreement will be given a leave of absence for such purposes of up to thirty (30) days and the Employer will refrain from taking any disciplinary action against the Employee, provided that: 1. Such disclosure is the first and only involvement with drugs/alcohol for the Employee; 2. The Employee satisfactorily completes the detoxification treatment program or other program recommended by EAP; and, 3. The employee remains free of drug/alcohol use and strictly complies with the Employer’s drug free policy. The Employee will be returned to their former position, shift, wages and benefits. A last chance agreement may require an employee to undertake and complete treatment, sign testing consents, comply with testing requirements, and that all test results shall be negative. If the employee violates that agreement and is subsequently discharged and/or reprimanded, the Union reserves only the right to grieve or arbitrate the issue of whether the last chance agreement has been violated. If the last chance agreement is determined to have been violated, an arbitrator will have no authority to modify the discipline imposed by the Employer.

Self-Disclosure. An employee who, prior to a positive test or accident, voluntarily discloses a dependency on drugs/alcohol to the Employer, voluntarily undergoes an Employer-Employer- approved, supervised detoxification treatment program and who executes (and the Union executes) a last chance agreement will be given a leave of absence for such purposes of up to thirty (30) days and the Employer will refrain from taking any disciplinary action against the Employee, provided that: 1. Such disclosure is the first and only involvement with drugs/alcohol for the Employee; 2. The Employee satisfactorily completes the detoxification treatment program or other program recommended by EAP; and, 3. The employee remains free of drug/alcohol use and strictly complies with the Employer’s drug free policy. The Employee will be returned to their former position, shift, wages and benefits. A last chance agreement may require an employee to undertake and complete treatment, sign testing consents, comply with testing requirements, and that all test results shall be negative. If the employee violates that agreement and is subsequently discharged and/or reprimanded, the Union reserves only the right to grieve or arbitrate the issue of whether the last chance agreement has been violated. If the last chance agreement is determined to have been violated, an arbitrator will have no authority to modify the discipline imposed by the Employer.

Self-Disclosure. An employee who, prior to a positive test or accident, voluntarily discloses a dependency on drugs/alcohol to the Employer, voluntarily undergoes an Employer-approved, supervised detoxification treatment program and who executes (and the Union executes) a last chance agreement will be given a leave of absence for such purposes of up to thirty (30) days and the Employer will refrain from taking any disciplinary action against the Employee, provided that: 1. (i) Such disclosure is the first and only involvement with drugs/alcohol for the Employee; 2. (ii) The Employee satisfactorily completes the detoxification treatment program or other program recommended by EAP; and, 3. (iii) The employee remains free of drug/alcohol use and strictly complies with the Employer’s drug free policy. The Employee will be returned to their former position, shift, wages and benefits. A last chance agreement may require an employee to undertake and complete treatment, sign testing consents, comply with testing requirements, and that all test results shall be negative. If the employee violates that agreement and is subsequently discharged and/or reprimanded, the Union reserves only the right to grieve or arbitrate the issue of whether the last chance agreement has been violated. If the last chance agreement is determined to have been violated, an arbitrator will have no authority to modify the discipline imposed by the Employer.