Voluntary Identification Clause Samples
Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means if such use or abuse is the direct result of the prescription drugs being lawfully prescribed to and obtained by the employee. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last-chance agreement which will include unannounced testing for a two (2) year period. Because a last- chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last-chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment. Voluntary identification of the use of illicit drugs will subject the employee to termination. The parties agree to a one-time 90-day window for voluntary identification. In the event an employee voluntarily comes forward within the first 90 days after the effective date of this contract, the employee will participate in a mandatory rehabilitation program, the cost of which will be borne by the employee and/or health insurance as appropriate, and will be subject to unscheduled testing for the life of his/her career with the LVMPD as provided in a last-chance agreement. Because the last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the agreement. Failure to meet the provisions of a last-chance agreement will be cause for termination.
Voluntary Identification. No disciplinary action shall be taken against employees who voluntarily identify themselves as drug users or alcohol abusers, obtain counseling and rehabilitation through the City’s Employee Assistance Program (Phone: ▇▇▇-▇▇▇▇) and thereafter refrain from violating the City’s policy on drug and alcohol abuse. The Employee Assistance Program can give information as to other local alcohol and drug rehabilitation programs. However, to be exempt from such disciplinary action the employee must seek counseling and rehabilitation and notify the City of such counseling prior to being asked to take a drug test.
Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last- chance agreement, limited only to the issue of a repeated instance of prescription drug abuse, which will include unannounced testing for a two (2) year period. Because a last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last- chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment. Voluntary identification of the use of prohibited drugs will subject the employee to termination.
Voluntary Identification. 7-1. Upon adoption of this policy any member voluntarily seeking assistance with a possible drug problem shall submit to a drug test in accordance with this policy. If drug test returns positive, this would not count as a first offence as long as the employee completes the EAP program and if deemed necessary, adheres to Section 15-1 (a), second paragraph.
Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last-chance agreement which will include unannounced testing for a two (2) year period. Because a last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last-chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment.
Voluntary Identification. Demographics
1. Do you identify as a woman? Yes No Do not wish to disclose
2. Are you an Indigenous person? Yes No Do not wish to disclose
3. Do you identify, by virtue of race Yes No Do not wish to disclose or color to be a visible minority in Canada?
4. Do you have a disability? Yes No Do not wish to disclose 5. Are you a newcomer to Canada? Yes No Do not wish to disclose
Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last-chance agreement which will include unannounced testing for a two (2) year period. Because a last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last-chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment. Voluntary identification of the use of illicit drugs will subject the employee to termination. The parties agree to a one-time 90-day window for voluntary identification. In the event an employee voluntarily comes forward within the first 90 days after the effective date of this contract, the employee will participate in a mandatory rehabilitation program, the cost of which will be borne by the employee and/or health insurance as appropriate, and will be subject to unscheduled testing for the life of his/her career with the LVMPD as provided in a last- chance agreement. Because the last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the agreement. Failure to meet the provisions of a last-chance agreement will be cause for termination.