Common use of Voluntary Formal Referral Clause in Contracts

Voluntary Formal Referral. In the absence of a self referral and when unsatisfactory job performance persists, if an employee’s job is in jeopardy, that employee may request a formal referral to the Employee Family Assistance Program. i. The key features of this procedure are: (1) that the employee agrees to seek treatment from the Employee Family Assistance Program and to follow the treatment recommendations of the Employee Family Assistance Counsellor; (2) the Employee Family Assistance Program Counsellor will confirm the employee’s participation or non-participation to the employer on a regular basis; (3) following the initial assessment session, the Employee Family Assistance Program Counsellor will estimate a time period for treatment. In no case will this estimate exceed six (6) months; (4) the employee will not be terminated during the treatment period as long as the employee is following the Employee Family Assistance Program Counsellor’s recommendations; (5) a formal referral is a mutual agreement between the district and the specific employee. Neither party is obligated to consent to a formal referral; (6) the employee might choose to include a union or association representative in any formal referral discussion or to have the initial request be presented by such a representative; (7) at the conclusion of the estimated treatment time, the formal referral is no longer in effect. If the employee desires the protection of an additional formal referral, it must be re-negotiated. A pre-condition to the re-negotiating process is the Employee Family Assistance Program Counsellor’s assessment that a further formal referral period will be beneficial; (8) if, at any time, the employee refuses to follow the Employee Family Assistance Program Counsellor’s treatment recommendation, the Counsellor is obliged to inform the employer of the refusal and the formal referral is nullified.

Voluntary Formal Referral. In the absence of a self referral and when unsatisfactory job performance persists, if an employee’s job is in jeopardy, that employee may request a formal referral to the Employee Family Assistance Program. i. Programme. a The key features of this procedure are: (1) i. that the employee agrees to seek treatment from the Employee Family Assistance Program Programme and to follow the treatment recommendations of the Employee Family Assistance Counsellorcounsellor; (2) ii. the Employee Family Assistance Program Counsellor Programme counsellor will confirm the employee’s participation or non-participation to the employer on a regular basis; (3) iii. following the initial assessment session, the Employee Family Assistance Program Counsellor Programme counsellor will estimate a time period for treatment. In no case will this estimate exceed six (6) months; (4) iv. the employee will not be terminated during the treatment period as long as the employee is following the Employee Family Assistance Program CounsellorProgramme counsellor’s recommendations; (5) v. a formal referral is a mutual agreement between the district and the specific employee. Neither party is obligated to consent to a formal referral; (6) vi. the employee might choose to include a union or association representative in any formal referral discussion or to have the initial request be presented by such a representative; (7) vii. at the conclusion of the estimated treatment time, the formal referral is no longer in effect. If the employee desires the protection of an additional formal referral, it must be re-negotiated. A pre-condition to the re-re- negotiating process is the Employee Family Assistance Program CounsellorProgramme counsellor’s assessment that a further formal referral period will be beneficial; (8) viii. if, at any time, the employee refuses to follow the Employee Family Assistance Program CounsellorProgramme counsellor’s treatment recommendation, the Counsellor counsellor is obliged to inform the employer of the refusal and the formal referral is nullified.

Voluntary Formal Referral. In the absence of a self referral and when unsatisfactory job performance persists, if an employee’s 's job is in jeopardy, that employee may request a formal referral to the Employee Family Assistance Program. i. The key features of this procedure are: (1) that the employee agrees to seek treatment from the Employee Family Assistance Program and to follow the treatment recommendations of the Employee Family Assistance Counsellor; (2) the Employee Family Assistance Program Counsellor will confirm the employee’s 's participation or non-participation to the employer on a regular basis; (3) following the initial assessment session, the Employee Family Assistance Program Counsellor will estimate a time period for treatment. In no case will this estimate exceed six (6) months; (4) the employee will not be terminated during the treatment period as long as the employee is following the Employee Family Assistance Program Counsellor’s 's recommendations; (5) a formal referral is a mutual agreement between the district and the specific employee. Neither party is obligated to consent to a formal referral; (6) the employee might choose to include a union or association representative in any formal referral discussion or to have the initial request be presented by such a representative; (7) at the conclusion of the estimated treatment time, the formal referral is no longer in effect. If the employee desires the protection of an additional formal referral, it must be re-negotiated. A pre-condition to the re-negotiating process is the Employee Family Assistance Program Counsellor’s 's assessment that a further formal referral period will be beneficial; (8) if, at any time, the employee refuses to follow the Employee Family Assistance Program Counsellor’s 's treatment recommendation, the Counsellor is obliged to inform the employer of the refusal and the formal referral is nullified.