Voluntary Assistance Program. A program entitled Voluntary Assistance Program (VAP) shall be instituted to provide released time from regular assignments for consultation and/or visitation to take place. This program shall be based on the following guidelines:
Voluntary Assistance Program. On one (1) occasion, employees who voluntarily seek help for an alcohol or substance abuse problem will be given whatever assistance possible in being placed in an alcohol substance abuse program approved by the City and the Union until the approved program administrator is able to state that the employee has been successfully rehabilitated. This one opportunity to receive voluntary assistance shall not constitute the first drug/alcohol event for the purpose of discipline. The City, however, will not pay for this program. However, the employee may elect to utilize their EAP and insurance benefits. While in the program, the employee may use his sick leave, vacation time, LWOP, or other leave as authorized by law, if it is necessary to take time off. The employee will also be allowed to return to work upon successful completion of the program or as soon as the clinical program director releases the employee for work, whichever occurs first, but with no loss of status consistent with City policy.
Voluntary Assistance Program. 40.3.1 Employees who voluntarily seek help (step forward prior to taking a test for alcohol or substance abuse) who have an alcohol or substance abuse problem, will be given whatever assistance possible in being placed in an alcohol/substance abuse program, through the EAP program, or program approved by the City and Union, until released by the program for return to work. While in the program, the employee may use his/her sick leave, vacation, compensatory time, or leave without pay, if necessary to take time off to attend the program. The employee will be allowed to return to work when approved by the EAP approved counselor or other authorized program. Participation in such a program shall not be the basis for disciplinary action, or grounds for testing. The only exception would be testing pursuant to the requirements of the alcohol/substance abuse program or other authorized rehabilitation program.
Voluntary Assistance Program. Employees who voluntarily seek help (step forward prior to taking a test for alcohol or substance abuse) for their alcohol or substance abuse problem, will be given whatever assistance possible in being placed in an alcohol/substance abuse program, through the EAP program, or program approved by the City and Association until released by the program for return to work. While in the program, the employee may use his sick leave, vacation, compensatory time, or leave without pay, if necessary to take time off to attend the program. The employee will be allowed to return to work when approved by the EAP approved counselor or other authorized program. Participation in such a program shall not be the basis for disciplinary action, or grounds for testing. The only exception would be testing pursuant to the requirements of the alcohol/substance abuse program or other authorized rehabilitation program.
Voluntary Assistance Program. On one occasion prior to being directed to submit to a drug or alcohol test, employees who voluntarily seek help for an alcohol or substance abuse problem will be given whatever assistance possible in being placed in an alcohol substance abuse program approved by the City and the Union until the approved program administrator is able to state that the employee has been successfully rehabilitated. This one opportunity to receive voluntary assistance shall not constitute the first drug/alcohol event for the purpose of discipline. The City will not pay for this program. However, the employee may elect to utilize their EAP and insurance benefits. While in the program, the employee may use accrued and unused sick leave, vacation time, LWOP, or other leave as authorized by law including FMLA if eligible, if it is necessary to take time off. The employee will also be allowed to return to work upon successful completion of the program or as soon as the clinical program director releases the employee for work, whichever occurs first, but with no loss of status consistent with City policy.
