Common use of Voluntary Disclosure Clause in Contracts

Voluntary Disclosure. Should an employee voluntarily disclose that he or she has a problem with prescription drug or alcohol abuse, the employee shall be immediately placed on non-job related disability leave and shall be required to immediately commence a rehabilitation program which is acceptable to the town. Reinstatement of said employee shall be contingent upon the employee’s satisfactorily completing said program. Upon reinstatement, the employee shall participate in a follow-up program, which is acceptable to the town for twelve months and shall participate in drug and alcohol screening monthly for the first twelve months and twice per year for the next three years. Testing positive for on-duty prescription or alcohol abuse while in this follow-up program shall be cause for discipline, up to and including discharge. An employee who tests positive for illicit drug use or tests positive for alcohol and/or unauthorized drug use while on-duty, or who refuses to submit to said test(s), shall be subject to discipline up to and including discharge. A disclosure of a drug or alcohol dependency problem by an employee who has been requested to submit to a drug or alcohol test for cause, shall not considered a voluntary disclosure. Testing for Cause Whenever a supervisor or officer in charge has reasonable suspicion to believe that an employee is unfit for duty due to alcohol or drug abuse as demonstrated by the employee’s physical condition and/or behavior, said employee shall immediately be relieved from duty. The Executive Officer or the Chief of Police shall immediately be notified and the employee advised that he or she is under investigation for substance abuse. The employee shall remain under constant observation by the supervisor or the officer in charge. The Executive Officer or Chief of Police shall respond (in their absence another supervisor shall respond) and have the original complaining officer prepare a sworn statement as to their observations. With concurrence from the Executive Officer, Chief of Police, or responding supervisor, the employee in question shall immediately be transported to an approved facility for drug testing. Alcohol testing may be done by testing the breath, utilizing the department’s evidential breath testing device, administered by a trained officer. An employee who refuses to participate in the aforementioned testing, for cause, shall be suspended without pay and is subject to discipline, up to and including discharge. An employee undergoing testing is entitled to Xxxxxxxxxx rights, but the exercise of such rights must not impose any delay whatever in transportation of testing. Refusal To Be Tested The following actions may constitute a refusal to take a drug or alcohol test: blatant refusal or conduct obstructing the testing process, including unavailability; failure to provide an adequate amount of breath for an alcohol test or adequate amount of urine for a urine test without a valid medical reason; failure to sign an alcohol testing form; failure to endorse items to verify a chain of custody; failure to provide identification necessary for a test; failure to remain available for the test. Approved Facility The testing facility and laboratory selected by the town shall be capable of quality control, documentation of chain of custody, technical expertise, and a demonstrated proficiency in urinalysis. The Union will be informed of the Town’s selection of a testing facility. A written chain of custody shall be maintained at all times. Testing will be conducted in the manner and with the methodologies prescribed in the Connecticut General Statutes, Section 31-51t et. seq.

Voluntary Disclosure. Should an employee voluntarily disclose that he or she has a problem with prescription drug or alcohol abuse, the employee shall be immediately placed on non-job related disability leave and shall be required to immediately commence a rehabilitation program which is acceptable to the town. Reinstatement of said employee shall be contingent upon the employee’s satisfactorily completing said program. Upon reinstatement, the employee shall participate in a follow-up program, program which is acceptable to the town for twelve months and shall participate in drug and alcohol screening monthly for the first twelve months and twice per year for the next three years. Testing positive for on-duty prescription or alcohol abuse while in this follow-up program shall be cause for discipline, up to and including discharge. An employee who tests positive for illicit drug use or tests positive for alcohol and/or unauthorized drug use while on-duty, or who refuses to submit to said test(s), shall be subject to discipline up to and including discharge. A disclosure of a drug or alcohol dependency problem by an employee who has been requested to submit to a drug or alcohol test for cause, shall not be considered a voluntary disclosure. Testing for Cause Whenever a supervisor Supervisor or officer in charge Officer In Charge has reasonable suspicion to believe that an employee is unfit for duty due to alcohol or drug abuse as demonstrated by the employee’s physical condition and/or behavior, said employee shall immediately be relieved from duty. The Executive Officer or the The Chief of Police shall immediately be notified and the employee advised that he or she is under investigation for substance abuse. The employee shall remain under constant observation by the supervisor or the officer in charge. The Executive Officer or Chief of Police shall respond (in their absence another supervisor shall respond) and have the original complaining officer prepare a sworn statement as to their observations. With concurrence from the The Executive Officer, Chief of Police, or responding supervisor, the employee in question shall immediately be transported to an approved facility for drug testing. Alcohol testing may be done by testing the breath, utilizing the department’s evidential breath testing device, device administered by a trained officer. An employee who refuses to participate in the aforementioned testing, for cause, shall be suspended without pay and is subject to discipline, up to and including discharge. An employee undergoing testing is entitled to Xxxxxxxxxx rights, but the exercise of such rights must not impose any delay whatever in transportation of or testing. Refusal To Be Tested The following actions may constitute a refusal to take a drug or alcohol test: blatant refusal or conduct obstructing the testing process, including unavailability; failure to provide an adequate amount of breath for an alcohol test or adequate amount of urine for a urine test without a valid medical reason; failure to sign an alcohol testing form; failure to endorse items to verify a chain of custody; failure to provide identification necessary for a test; failure to remain available for the a test. Approved Facility The testing facility and laboratory selected by the town shall be capable of quality control, documentation of chain of custody, technical expertise, and a demonstrated proficiency in urinalysis. The Union will be informed of the Town’s selection of a testing facility. A written chain of custody shall be maintained at all times. Testing will be conducted in the manner and with the methodologies prescribed in the Connecticut General Statutes, Section 31-51t et. seq.

Voluntary Disclosure. Should an employee voluntarily disclose that he or she has a problem with prescription drug or alcohol abuse, the employee shall be immediately placed on non-job related disability leave and shall be required to immediately commence a rehabilitation program which is acceptable to the town. Reinstatement of said employee shall be contingent upon the employee’s satisfactorily completing said program. Upon reinstatement, the employee shall participate in a follow-up program, program which is acceptable to the town for twelve months and shall participate in drug and alcohol screening monthly for the first twelve months and twice per year for the next three years. Testing positive for on-duty prescription or alcohol abuse while in this follow-up program shall be cause for discipline, up to and including discharge. An employee who tests positive for illicit drug use or tests positive for alcohol and/or unauthorized drug use while on-dutyduty , or who refuses to submit to said test(s), shall be subject to discipline up to and including discharge. A disclosure of a drug or alcohol dependency problem by an employee who has been requested to submit to a drug or alcohol test for cause, shall not be considered a voluntary disclosure. Testing for Cause Whenever a supervisor Supervisor or officer in charge Officer In Charge has reasonable suspicion to believe that an employee is unfit for duty due to alcohol or drug abuse as demonstrated by the employee’s physical condition and/or behavior, said employee shall immediately be relieved from duty. The Executive Officer or the The Chief of Police shall immediately be notified and the employee advised that he or she is under investigation for substance abuse. The employee shall remain under constant observation by the supervisor or the officer in charge. The Executive Officer or Chief of Police shall respond (in their absence another supervisor shall respond) and have the original complaining officer prepare a sworn statement as to their observations. With concurrence from the The Executive Officer, Chief of Police, or responding supervisor, the employee in question shall immediately be transported to an approved facility for drug testing. Alcohol testing may be done by testing the breath, utilizing the department’s evidential breath testing device, device administered by a trained officer. In the event that there is no approved facility open for testing purposes, urine shall be collected in conformity with the policies and procedures established for the collecting of urine for DWI arrests. This urine will then be secured and transported to an approved facility when open. An employee who refuses to participate in the aforementioned testing, for cause, shall be suspended without pay and is subject to discipline, up to and including discharge. An employee undergoing testing is entitled to Xxxxxxxxxx rights, but the exercise of such rights must not impose any delay whatever in transportation of or testing. Refusal To Be Tested The following actions may constitute a refusal to take a drug or alcohol test: blatant refusal or conduct obstructing the testing process, including unavailability; failure to provide an adequate amount of breath for an alcohol test or adequate amount of urine for a urine test without a valid medical reason; failure to sign an alcohol testing form; failure to endorse items to verify a chain of custody; failure to provide identification necessary for a test; failure to remain available for the a test. Approved Facility The testing facility and laboratory selected by the town shall be capable of quality control, documentation of chain of custody, technical expertise, and a demonstrated proficiency in urinalysis. The Union will be informed of the Town’s selection of a testing facility. A written chain of custody shall be maintained at all times. Testing will be conducted in the manner and with the methodologies prescribed in the Connecticut General Statutes, Section 31-51t et. seq. in effect as of July 1, 2004.