Voluntary Request for Assistance. A. An employee who requests assistance for a drug or alcohol problem will be afforded an opportunity to seek assistance from the Employee Assistance Program or other Agency-recognized assistance program. If the assistance is requested prior to the employee providing a sample pursuant to testing, the employee will not be subject to discharge, unless other circumstances warrant such action.
Voluntary Request for Assistance. A member may voluntarily enter rehabilitation without a requirement of prior testing. A member who desires Employee Assistance Program (EAP) assistance may notify the City's EAP Administrator. A member who seeks voluntary assistance through their own service provider without notifying the City's EAP Administrator will not receive the protections from discipline afforded by Section 32.8. Any member, who does voluntarily seek assistance and who notifies the City's EAP Administrator before the member is asked to submit to a drug or alcohol test or is under investigation for drug or alcohol abuse, shall not be disciplined, but the member must:
A. Agree to cooperate in and successfully complete appropriate treatment as determined by the Substance Abuse Professional(s) or physician(s) involved;
B. Discontinue and not resume use of illegal drugs or misuse of alcohol;
C. Agree to authorize persons involved in counseling, diagnosing and treating the member to disclose to the City's EAP, as specified in Section 32.12, the member's progress, cooperation, drug and alcohol use, completion or non-completion of counseling and treatment and any threat to property or safety perceived in connection with the member's continued performance of his or her job duties;
D. Complete any course of counseling or treatment prescribed, including an “after-care” group for a period of up to twelve (12) months; and
E. Agree to submit to random testing during and after treatment and to testing at the City's direction up to three (3) times during the twelve (12) month period following the completion of counseling, treatment and/or after-care. Members who do not agree to act or who do not act in accordance with the foregoing shall be subject to discipline, up to and including discharge.
Voluntary Request for Assistance. An employee may voluntarily enter rehabilitation without a requirement of prior testing. Any employee who does so shall not be disciplined, provided such employee has not been directed to take a test prior to submission to voluntary rehabilitation, but the employee must:
a) Agree to cooperate in and successfully complete appropriate treatment as determined by the Substance Abuse Professional(s) or physician(s) involved;
b) Discontinue use of illegal drugs or misuse of alcohol;
c) Agree to authorize persons involved in counseling, diagnosing and treating the employee to disclose to the City's personnel as specified in Section 12, the employee's progress, cooperation, drug and alcohol use, completion or non- completion of counseling and treatment and any threat to property or safety perceived in connection with the employee's continued performance of his or her job duties;
d) Complete any course of counseling or treatment prescribed, including an "after- care" group for a period of up to twelve (12) months; and,
e) Agree to submit to random testing up to eight (8) times per twelve (12) month period for the following thirty-six (36) months, (i.e., the thirty-six (36) months following entry into treatment). Employees who do not agree to act or who do not act in accordance with the foregoing shall be subject to discipline. This Appendix shall not be construed as an obligation on the part of the City to retain an employee on active status throughout the period of rehabilitation if it is appropriately determined that the employee's current use of alcohol or drugs prevents such individual from safely performing his duties or whose continuance on active status would constitute a direct threat to property or safety.
Voluntary Request for Assistance. Employees are encouraged to voluntarily seek treatment, counseling and/or other support and assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the employee before the employee commits rule violations connected with drug/alcohol abuse, and/or before the employee is subjected to for cause testing under this policy, there shall be no adverse employment action taken against an employee who voluntarily seeks assistance. When voluntary assistance is requested under this policy, the employee may use the City’s Employee Assistance Program to obtain referrals, treatment, counseling and other support and all such requests shall be treated as confidential pursuant to the City’s normal procedures in the operation of its Employee Assistance Program.
Voluntary Request for Assistance. A member may voluntarily enter treatment without a requirement of prior testing. A member who voluntarily seeks assistance for a substance abuse problem before being required to submit to a reasonable belief test shall not be subject to discipline but the member shall comply with Section 34.12(A)-(E). A voluntary request for assistance may also be sought under Section 17.8, Employee Assistance Program.
Voluntary Request for Assistance. The City shall take no adverse employment action against an employee who voluntarily seeks treatment, through one of the City's health care providers and/or referrals to other recognized or certified programs, for an alcohol or drug related problem, other than that the City may place the employee on leave during treatment. Employees may obtain referrals and treatment or when otherwise unfit for duty in his current assignment. All such requests shall be confidential. When undergoing treatment, or when otherwise unfit for duty in his current assignment, employees shall be allowed to use: 1) accumulated sick leave; and/or 2) paid leave; and/or 3) be placed on unpaid leave pending treatment- and/or 4) transferred to a position for which he is fit. If an employee requires leave time for substance abuse treatment, the employee can request that the purpose of the sick leave not be disclosed to his/her immediate supervisor. The department head or designee shall maintain confidentiality regarding the reason for the leave when advising the supervisor of the employee's time way.
Voluntary Request for Assistance. The Village shall take no adverse employment action against any officer who voluntarily seeks treatment, counseling, or other support for an alcohol or drug related problem not involving or related to criminal activity because of the officer’s voluntary actions, other than the Village may require reassignment of the officer with pay if he is unfit for duty in his current assignment. The foregoing is conditioned upon:
(a) The officer was not under investigation for illegal drug use or abuse of alcohol, or in such a circumstance that such investigation was imminent.
(b) The officer agreeing to appropriate treatment as determined by the physician(s) involved.
(c) The officer discontinues his use of illegal drugs or abuse of alcohol.
(d) The officer completes the course of treatment and aftercare prescribed by the attending medical authority(s), including an “after-care” group for a period of up to twelve (12) months.
(e) The officer agrees to submit to suspicion less testing during hours of work during the proscribed period of treatment and aftercare discussed in (d) above. Officers who do not agree to or act in accordance with the foregoing, or for whom there exists independent evidence of improper activity, shall be subject to discipline, up to and including discharge. This Article shall not be construed as an obligation on the part of the Village to retain an officer on active status throughout the period of rehabilitation if it is appropriately determined by the attending medical authority(s) that the officer’s current use of alcohol or drugs prevents such individual from performing the duties of a police officer or whose continuance on active status would constitute a direct threat to the property and safety of others. Such officer shall be afforded the opportunity, at his option, to use accumulated paid leave or take an unpaid leave of absence pending treatment.
Voluntary Request for Assistance. An Employee may voluntarily come forward to request assistance for treatment, counseling, or other assistance, through an Employee Assistance Program or otherwise, for an alcohol or drug-related problem, and the Employer shall not take disciplinary action against the Employee solely based on this request for assistance, other than reassigning the Employee, placing the Employee on accrued leave, or placing the Employee on leave without pay if unfit for duty in his or her current assignment. The foregoing is expressly conditioned upon:
(a) The Employee agreeing to enter and complete appropriate treatment as determined by the physician or treatment facility involved;
(b) The Employee’s complete discontinuation of the use of illegal drugs or the abuse of alcohol or prescribed medications;
(c) The Employee completes the course of treatment prescribed, including any recommended “after-care” group, for a period of up to twelve (12) months; and
(d) The Employee agrees to submit to random drug and alcohol testing during hours of work during the period of “after-care,” and the number of such random tests shall not be limited by the provisions of Section 3(b) of this Article. Any Employee who does not agree to or act in accordance with the foregoing shall be subject to discipline, up to and including discharge. This Article shall not be construed as an obligation on the part of the Employer to retain an Employee on active status throughout the period of rehabilitation if it is determined that the risk of the Employee’s use of drugs or alcohol may prevent the Employee from performing the duties of his or her position or whose continuance in active status would pose a threat to the property and safety of others. In such cases, the Employee shall be afforded the opportunity, on request and subject to appropriate verifications, to use accumulated paid leave or to take an unpaid leave of absence pending treatment, as provided in this Agreement.
Voluntary Request for Assistance. Employees are encouraged to voluntarily seek treatment, counseling and/or other support and assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the employee before the employee commits rule violations connected with drug/alcohol abuse and/or before the employee is subjected to for cause testing under this policy, there shall be no adverse employment action taken against an employee who voluntarily seeks assistance and successfully completes a substance abuse program. When voluntary assistance is requested under this policy, the employee may use the City’s Employee Assistance Program to obtain referrals, treatment, counseling and other support and all such requests shall be treated as confidential pursuant to the City’s normal procedure in the operation of its Employee Assistance Program. Employees participating in EAP shall comply with the following requirements:
A. The City attorney shall be notified of the employee’s entry in the EAP. Such information shall be held confidential subject to the employee’s compliance with the conditions and agreements established for EAP participation;
B. The EAP conditions shall include a requirement that the employee be subject to random testing during treatment;
C. During the period of treatment, the employee shall be required to obtain a fit for duty statement from a physician who shall provide to the Administrator of the EAP. If the employee is determined to be fit for duty, the statement shall be held in confidence. If found not fit, the City shall be notified by the Union President.
1. If the employee fails to comply with any agreements or conditions for participation in the EAP, the City shall be notified by the Administrator of the EAP.
2. This employee will be required to submit to random testing for a period of twelve (12) months following the successful completion of treatment. Any further positive drug and alcohol testing may result in termination. Category Current Allocations Year 0 Year 7 Year 14 Year 22 Vacation (a) 144 192 240 288 Personal Day 24 24 24 24 Holiday Time (b) 67.2 67.2 67.2 67.2 Christmas Prem Hol (c) 12 12 12 12 Total 247.2 295.2 343.2 391.2 New PTO Hours 248 296 350 400 Change to 40Hour conversion: .07547 187 223 264 302 (a) Vacation includes 8 hours for birthday for shift employees (b) Holiday time includes hours previously known as comp time (c) 12 hrs in CTO instead of added to wages as Premium Holiday P
Voluntary Request for Assistance. A. An employee who requests assistance for a drug or alcohol problem will be afforded an opportunity to seek assistance from the Employee Assistance Program or other agency-recognized assistance program within fifteen (15) days from the date the employee notifies Department of Corrections (DOC) Human Resources of the request for assistance. If the assistance is requested prior to the employee providing a sample pursuant to testing, the employee will not be subject to discharge, unless other circumstances warrant such action.
