Voluntary Participation in a Dependency Program. An employee may, at any time, voluntarily enter a chemical dependency program. This may be done through an employee assistance program or by direct contact with the other providers of such services. Employer knowledge gained by the employee's voluntary admission or participation in a chemical dependency treatment program shall not be used as the basis for discipline. Information regarding treatment of employees in chemical dependency programs shall remain confidential and shall not be released to the public. Although an employee will not be subject to disciplinary action where the employee voluntarily submits to a treatment program prior to being tested as provided in this Article, the Employer has the right to insure that the employee is fit for duty when a request for reinstatement is made.
Voluntary Participation in a Dependency Program. An employee may voluntarily enter a chemical dependency program. This may be done through the Employee Assistance Program or by direct contact with the other providers of such services. Knowledge gained by the employee's voluntary admission or participation in a chemical dependency treatment program shall not be used as the basis for discipline. Information regarding treatment of employees in chemical dependency programs shall remain confidential and shall not be released to the public. Although an employee will not be subject to disciplinary action where the employee voluntarily submits to treatment, prior to the Administration’s knowledge of the dependency, as discussed above, the Department of Fire & Rescue Operations reserves the right to insure that the Fire employee is fit for duty, including the right to test randomly for up to five (5) years. An employee found temporarily unfit for duty because of drug abuse or alcohol shall be treated as are those similarly situated, i.e., sick leave, temporary reassignment, if available.
Voluntary Participation in a Dependency Program. An employee experiencing problems resulting from drug or alcohol abuse or dependency is encouraged to seek counseling on a voluntary basis. The Safety-Service Director will cooperate by granting family leave to which he/she may be entitled. Counseling will be kept confidential and will have no influence upon performance appraisal. Job performance alone will be the basis of all performance appraisals. An employee who has completed voluntary participation in a dependency program shall follow return to duty and follow-up testing procedures. Employees testing positive for drug or alcohol use after having completed a rehabilitation program, shall be discharged.
Voluntary Participation in a Dependency Program. A member may voluntarily enter a chemical dependency program. This may be done through the Employee Assistance Program or by direct contact with the other providers of such services. Knowledge gained by the employee’s voluntary admission or participation in a chemical dependency treatment program shall not be used as the basis for discipline. Information regarding treatment of employees in chemical dependency programs shall remain confidential and shall not be released to the public. A firefighter shall be allowed to use sick time or any other accumulated leave to enter into an in- patient treatment program. Although a member will not be subject to disciplinary action where he voluntarily submits to treatment, prior to the administration’s knowledge of the dependency as discussed above, the Department reserves the right to insure that the member is fit for duty. A member found temporarily unfit for duty because of drug or alcohol abuse shall be treated as are those similarly situated, i.e., sick leave, temporary reassignment, if available.
Voluntary Participation in a Dependency Program. Employees who may be drug/alcohol dependent are encouraged to voluntarily seek professional assistance through an approved treatment program, the Employee Assistance Program, and/or a program covered by the employee’s health insurance plan. Voluntary assistance should be sought BEFORE the drug abuse affects job performance or endangers fellow employees or members of the public. Participation in a dependency program is voluntary and strictly confidential. Neither the City administration, the Division of Police, nor any unit or entity within shall have access to the program's files and records. However, the Chief of Police or his designee shall be advised when an employee is hospitalized or is an outpatient as part of drug dependency rehabilitation. Also, upon written request of the participating employee, efforts at rehabilitation will be divulged on his behalf in cases of disciplinary action.
Voluntary Participation in a Dependency Program. An employee may, at any time, voluntarily enter a chemical dependency program. This may be done through the Employee Assistance Program or by direct contact with other providers of such services. Knowledge gained by the employee's voluntary admission or participation in a chemical dependency treatment program shall not be used as the basis for discipline. A Command officer shall be allowed to use accumulated sick time or any other accumulated paid leave to enter into an in-patient treatment program. Information regarding treatment of employees in chemical dependency programs shall remain confidential and shall not be released to the public. Although an employee will not be subject to disciplinary action where the employee voluntarily submits to treatment as discussed above, the Police Department reserves the right to insure that the Command Officer is fit for duty, including but not limited to requiring the officer to submit to drug and alcohol testing as ordered by the Chief. Such testing shall be permitted to occur within one year after the Command Officer returns to duty. An employee found temporarily unfit for duty because of drug and/or alcohol abuse shall be treated as are those similarly situated, i.e. sick leave, temporary reassignment, if available.
Voluntary Participation in a Dependency Program. Employees who may be drug- dependent are encouraged to voluntarily seek professional assistance through a treatment program supervised by the Employer through the medical insurance program. Voluntary assistance should be sought BEFORE the drug abuse affects job performance or endangers fellow employees or members of the public.
a. Participation in the Employee Assistance Program is voluntary and strictly confidential. Under these provisions, neither the Employer, the Fire Department, nor any unit or entity within shall access the program’s files or records. However, the Fire Chief or his designee shall be advised by the assistance program director when an employee is hospitalized or is an outpatient as part of drug dependency rehabilitation. Also, upon written request of the participating employee, efforts at rehabilitation will be divulged on his/her behalf in case of disciplinary action.
b. Should permission to return to duty following rehabilitative treatment be granted, the employee shall be required to actively continue in a recognized abuse program monitored by the Fire Chief or his designee and shall be required to undergo three (3) urine tests within the one (1) year period starting from the date of return to duty. Urine tests will be conducted immediately upon request without delay.
c. If an employee has returned to duty following rehabilitative treatment and subsequently is determined to have again used illegal drugs, the Fire Chief shall have sole discretion in determining whether the Employee involved shall again have additional rehabilitative treatment.
d. Illegal drug use or participation in any substance abuse rehabilitation program will not preclude disciplinary action against officers for any law or rule violation even though such law or rule violation may have been connected in part with drug abuse, and/or even if the rehabilitation program is voluntarily undertaken.
e. The Employer and the Union shall meet and agree upon the details and language whereby the members of the Union and all other employees of the Austintown Township Fire Department, including all full and part- time employees shall be subject to random drug testing procedures in accordance with a random selection procedure and policy to be agreed upon by the parties.
Voluntary Participation in a Dependency Program. “Voluntary Participation in a Dependency Program” means in the absence of a positive test result or a request to take a drug/alcohol test, an employee seeks the professional assistance of a treatment program under the Employee Assistance Program and/or covered by the employee's insurance plan.
Voluntary Participation in a Dependency Program. An employee may, at any time, voluntarily enter a chemical dependency program. This may be done through the Employee Assistance Program or by direct contact with the other providers of such services. Knowledge gained by the employee's voluntary admission or participation in a chemical dependency treatment program shall not be used as the basis for discipline. Information regarding treatment of employees in chemical dependency programs shall remain confidential and shall not be released to the public.
Voluntary Participation in a Dependency Program. Employees who may be drug/alcohol dependent are encouraged to voluntarily seek professional assistance through a treatment program supervised by the City’s designated medical provider and members of the Employee Assistance Unit and/or a program covered by the employee’s health insurance plan. Voluntary assistance should be sought BEFORE the drug abuse affects job performance or endangers fellow employees or members of the public. Participation in a dependency program is voluntary and strictly confidential. Neither the City administration, the Division of Fire nor any unit or entity within shall have access to the program’s files and records. However, the Chief of Fire or his designee of the City’s designated medical provider shall be advised when an employee is hospitalized or is an outpatient as part of drug dependency rehabilitation. Also, upon written request of the participating employee, efforts at rehabilitation will be divulged on his/her behalf in cases of disciplinary action.
