Common use of Voluntary Identification Clause in Contracts

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. 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- 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-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. 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 prohibited 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.