SUBSTANCE ABUSE ASSISTANCE Sample Clauses

SUBSTANCE ABUSE ASSISTANCE. The Company and the Union mutually agree that assistance for substance abuse will be made available for any employee on a per need basis.
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SUBSTANCE ABUSE ASSISTANCE. Peer-to-peer services and relapse prevention;
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SUBSTANCE ABUSE ASSISTANCE. The Employer and the Union are committed to providing a work environment that promotes the general health and well-being of BC Transit Employees. Safety of BC Transit’s Employees and of the public is a major concern of both Parties. The Parties agree that substance abuse and substance addiction are serious issues, particularly in a safety- sensitive environment. The Parties also recognize substance addiction as a treatable disease, where early identification, intervention and treatment are important considerations. Further, the Parties are committed to establishing an environment that encourages self-disclosure of substance addiction. Given the effects of substance abuse and addiction on the workplace, BC Transit and Unifor agree to continuing meeting establish a Committee to further discuss the following: • Presentation by the Employee Assistance Program • Presentation by a recognized addictionologist • BC Transit’s current policy • Confidentiality • TBQ process/Monitoring agreements • Peer referral • Roles of various participants (OHN, EFAP, treating physicians, monitoring physicians, Union) Payment for Treatment Programs for Employees with Substance Abuse Disorders In order to address the Parties’ shared interests in providing assistance to Employees with identified substance use disorders, the Parties agree that payment for recommended residential treatment programs should not be a barrier to an Employee’s recovery. To that end, the Parties agree: • That, upon request from the Employee and confirmation of acceptance by the treatment facility; BC Transit will pay for the cost of the recommended treatment program. • That, upon completion of the program and successful return to work, the Employee will sign a reasonable Repayment Agreement authorizing BC Transit to recover fifty percent (50%) of the debt on an interest free basis by payroll deduction.
Sample 1
SUBSTANCE ABUSE ASSISTANCE. An employee may voluntarily report to his/her supervisor, or any management official, that he/she has a substance abuse problem without fear of immediate dismissal, as long as such report is made prior to the employee being requested to take a drug or alcohol test. Such a report will constitute mandatory referral to a rehabilitation center or drug alcohol abuse assistance program. If restriction of work activity is determined necessary while undergoing treatment, the employee may request sick leave, vacation leave or leave without pay during such period of rehabilitation. If an employee fails to avail him or herself of such help and violations of this policy do occur, the City will have little choice but to act severely against such violators in the interests of protecting all of our employees and the citizens. (Res. No. 6004, 10/3/05)
Sample 1

Related to SUBSTANCE ABUSE ASSISTANCE

  • Substance Abuse The dangers and costs that alcohol and other chemical abuses can create in the electrical contracting industry in terms of safety and productivity are significant. The parties to this Agreement resolve to combat chemical abuse in any form and agree that, to be effective, programs to eliminate substance abuse and impairment should contain a strong rehabilitation component. The local parties recognize that the implementation of a drug and alcohol policy and program must be subject to all applicable federal, state, and local laws and regulations. Such policies and programs must also be administered in accordance with accepted scientific principles, and must incorporate procedural safeguards to ensure fairness in application and protection of legitimate interests of privacy and confidentiality. To provide a drug-free workforce for the Electrical Construction Industry, each IBEW local union and NECA chapter shall implement an area-wide Substance Abuse Testing Policy. The policy shall include minimum standards as required by the IBEW and NECA. Should any of the required minimum standards fail to comply with federal, state, and/or local laws and regulations, they shall be modified by the local union and chapter to meet the requirements of those laws and regulations.

  • SUBSTANCE ABUSE POLICY See applicable administrative policy.

  • Substance Abuse Program The SFMTA General Manager or designee will manage all aspects of the FTA-mandated Substance Abuse Program. He/she shall have appointing and removal authority over all personnel working for the Substance Abuse Program personnel, and shall be responsible for the supervision of the SAP.

  • Substance Abuse Testing The Parties agree that it is in the best interest of all concerned to promote a safe working environment. The Union has no objection to pre-employment substance abuse testing when required by the Employer and further, the Union has no objection to voluntary substance abuse testing to qualify for employment on projects when required by a project owner. The cost and scheduling of such testing shall be paid for and arranged by the Employer. The Union agrees to reimburse the Employer for any failed pre-access Alcohol and Drug test costs.

  • Substance Abuse Treatment Information Substance abuse treatment information shall be maintained in compliance with 42 C.F.R. Part 2 if the Party or subcontractor(s) are Part 2 covered programs, or if substance abuse treatment information is received from a Part 2 covered program by the Party or subcontractor(s).

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • Emergency Assistance Both Parties shall exercise due diligence to avoid or mitigate an Emergency to the extent practical in accordance with applicable requirements imposed by the Standards Authority or contained in the PJM Tariffs and NYISO Tariffs. In avoiding or mitigating an Emergency, both Parties shall strive to allow for commercial remedies, but if commercial remedies are not successful or practical, the Parties agree to be the suppliers of last resort to maintain reliability on the system. For each hour during which Emergency conditions exist in a Party’s Balancing Authority Area, that Party (while still ensuring operations within applicable Reliability Standards) shall determine what commercial remedies are available and make use of those that are practical and needed to avoid or mitigate the Emergency before any Emergency Energy is scheduled in that hour.

  • CHILD ABUSE REPORTING CONTRACTOR hereby agrees to annually train all staff members, including volunteers, so that they are familiar with and agree to adhere to its own child and dependent adult abuse reporting obligations and procedures as specified in California Penal Code section 11164 et seq. and Education Code 44691. To protect the privacy rights of all parties involved (i.e., reporter, child and alleged abuser), reports will remain confidential as required by law and professional ethical mandates. A written statement acknowledging the legal requirements of such reporting and verification of staff adherence to such reporting shall be submitted to the LEA.

  • Educational Assistance Section 1. Tuition reimbursement shall be provided to employees covered by this collective bargaining AGREEMENT under the same terms and conditions, policies and procedures as the rest of Hennepin County and reflecting a county–wide pool for funding. See Hennepin County Tuition Reimbursement Policy Frequently Asked Questions Section 2. Where courses are required and certified by the appointing authority as essential to current job performance, such appointing authority shall grant 100% reimbursement for tuition, required fees and required study materials. Section 3. At the request of an employee, an Individual Development Plan shall be established. Any employee making the request shall be provided with paid time to work with their Supervisor or Human Resources to develop a training plan for career development within Hennepin County. Human Resources will be a source of career information, and postings, in which the employee may have an interest. Time allotted for this activity and the training plan adopted shall be subject to mutual agreement of the Employee and Supervisor.

  • Peer Assistance and Review (PAR) Consulting Teachers (CT) will be assigned to all new teachers with no prior teaching experience and tenured teachers rated ineffective on the qualitative measures at the end of the previous school year and recommended by the PAR Panel. Evaluations for Probationary and Ineffective Teachers:

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