Common use of Voluntary Rehabilitation Program Clause in Contracts

Voluntary Rehabilitation Program. Employees who have an alcohol issue or a drug issue, which does not include the unlawful manufacture, sale, distribution, dispensing or possession with intent to deliver illegal drugs/controlled substances, and who were not already under investigation for possible criminal activity or violation of a Department Rule, and who voluntarily come forward and ask for assistance, shall not be disciplined for coming forward. However, if it later becomes known that the employee was under any investigation at the time the employee came forward, the provisions of this section shall not apply. An employee may voluntarily enter rehabilitation without a requirement for prior testing. The employee shall authorize the Substance Abuse Professional to advise the Human Resources Director of the employee's progress in rehabilitation. The treatment and rehabilitation costs shall be paid for by the employee's insurance program. Such employees will be allowed to use their accrued and earned leave, exchanges, or unpaid leave 'for the necessary time off involved in the program. If the Substance Abuse Professional advises the Human Resources Director that the employee requires additional treatment beyond what was originally recommended, the employee shall be solely responsible for any costs not covered by insurance. Due to the significant interest of the public, the City and Department personnel in protecting the welfare and safety of all, the employee in rehabilitation under this section shall not be permitted to return to regular duty unless and until the treating Substance Abuse Professional informs the Human Resources Director that the employee can safely perform all of his/her duties. However, any employee who does not voluntarily come forward under this section and tests positive for illegal drugs/controlled substances under the procedures contained in this Agreement or who tests positive for alcohol while on-duty or otherwise violates this program may be subject to discipline up to and including termination according to the Department Rules and Regulations.

Voluntary Rehabilitation Program. Employees who have an alcohol issue or a drug issue, which does not include the unlawful manufacture, sale, distribution, dispensing or possession with intent to deliver illegal drugs/controlled substances, and who were not already under investigation for possible criminal activity or violation of a Department Rule, and who voluntarily come forward and ask for assistance, shall not be disciplined for coming forward. However, if it later becomes known that the employee was under any investigation at the time the employee came forward, the provisions of this section shall not apply. An employee may voluntarily enter rehabilitation without a requirement for prior testing. The employee shall authorize the Substance Abuse Professional to advise the Human Resources Director of the employee's progress in rehabilitation. The treatment and rehabilitation costs shall be paid for by the employee's insurance program. Such employees will be allowed to use their accrued and earned leave, exchanges, or unpaid leave 'for the necessary time off involved in the program. If the Substance Abuse Professional advises the Human Resources Director that the employee requires additional treatment beyond what was originally recommended, the employee shall be solely responsible for any costs not covered by insurance. Due to the significant interest of the public, the City and Department personnel in protecting the welfare and safety of all, the employee in rehabilitation under this section shall not be permitted to return to regular duty unless and until the treating Substance Abuse Professional informs the Human Resources Director that the employee can safely perform all of his/her their duties. However, any employee who does not voluntarily come forward under this section and tests positive for illegal drugs/controlled substances under the procedures contained in this Agreement or who tests positive for alcohol while on-duty or otherwise violates this program may be subject to discipline up to and including termination according to the Department Rules and Regulations.

Voluntary Rehabilitation Program. Employees who have an alcohol issue or a drug issue, issue which does not include the unlawful manufacture, sale, distribution, dispensing or possession with intent to deliver illegal drugs/controlled substances, substances and who were not already under investigation for possible criminal activity or violation of a Department Rule, Rule and who voluntarily come forward and ask for assistance, assistance shall not be disciplined for coming forward. However, if it later becomes known that the employee was under any investigation at the time the employee came forward, the provisions of this section shall not apply. An employee may voluntarily enter rehabilitation without a requirement for prior testing. The employee shall authorize the Substance Abuse Professional to advise the Human Resources Director of the employee's progress in rehabilitation. The treatment and rehabilitation costs shall be paid for by the employee's insurance program. Such employees will be allowed to use their accrued and earned leave, exchanges, or unpaid leave 'for the necessary time off involved in the program. If the Substance Abuse Professional advises the Human Resources Director that the employee requires additional treatment beyond what was originally recommended, the employee shall be solely responsible for any costs not covered by insurance. Due to the significant interest of the public, the City and Department personnel in protecting the welfare and safety of all, the employee in rehabilitation under this section shall not be permitted to return to regular duty unless and until the treating Substance Abuse Professional informs the Human Resources Director that the employee can safely perform all of his/his or her duties. However, any employee who does not voluntarily come forward under this section and tests positive for illegal drugs/controlled substances under the procedures contained in this Agreement or who tests positive for alcohol while on-on duty or otherwise violates this program may be subject to discipline up to and including termination according to the Department Rules and Regulations.