Voluntary Treatment. While in voluntary attendance at a full-time treatment program for substance abuse, a regular employee shall on proof of enrolment, be entitled to sick leave with pay to the extent that sick leave credits are available. Article
Voluntary Treatment. An employee may voluntarily enter into a chemical dependency program designed to provide care or treatment to employees in need of rehabilitation. The cost of said programs to the extent such treatment is not covered by the Employer group health insurance package, shall be borne solely by the employee. All information coming from that program shall remain confidential between the employee and the Employer and the rehabilitation agency. While undergoing rehabilitation, the employee shall continue to receive fringe benefits under the contract. The employee may utilize sick leave, Xxxxx Days, and vacation earned while undergoing rehabilitation. The employee must notify the Employer immediately upon entering into the program and the voluntary admission by the employee must not be a result of a criminal or Employer investigation of that employee into the drug and/or alcohol use and/or abuse by the employee. The employee, upon completion of the program, must agree to random testing for a period of twelve (12) months and continue with any recommendations coming from the rehabilitation program as a condition of continued employment. The Employer will agree not to discipline any employee who voluntarily enters into this program for the first time. Any subsequent entrance into the program, whether voluntarily or otherwise, may result in discipline up to and including discharge.
Voluntary Treatment. The District and the Union strongly encourage employees to voluntarily make use of the Employee Assistance Program (EAP) for any alcohol, drug, or substance abuse problem. Employees may initiate counseling, referral and aftercare on a voluntary basis prior to a violation of this Drug and Alcohol Testing Policy. An employee will not be subject to disciplinary action for voluntarily seeking the assistance of the EAP for an alcohol, drug, or substance abuse problem(s). Enrollment in an EAP following a violation of this policy may not preclude discipline.
Voluntary Treatment. Xxxxxxx Township encourages all employees who have drug and/or alcohol problems to seek treatment.
Voluntary Treatment. All employees are encouraged to seek help for alcohol and drug related problems. The U.C. provides benefits to employees and their families to aid in the rehabilitation of alcohol and drug problems. Employees who voluntarily admit to alcohol misuse or controlled substances use and seek treatment and: • The admission is not in an effort to avoid testing under this section; • The admission is made prior to performing a safety sensitive function (i.e., prior to reporting to work); and • The employee has not previously tested positive for drug use or previously entered an employee assistance program or alcohol and drug rehabilitation for drug-related problems The U.C. will allow the employee sufficient opportunity to seek evaluation, education, and treatment. However, the employee will not be permitted to perform a safety sensitive function until he or she has successfully completed education or treatment requirements, as well as other requirements stated in this section. The U.C. shall not take adverse action against an employee making a voluntary admission of alcohol misuse or controlled substances use provided that admission is within the guidelines stated above. The employee will be allowed to return to safety sensitive duties only upon successful completion of an educational or treatment program, as determined by a drug and alcohol abuse evaluation expert (i.e., substance abuse professional). Prior to return to safety sensitive duties, the employee shall submit to a return to duty test. The employee shall also be subject to monitoring and non-DOT follow-up testing for a period determined by the drug and alcohol abuse evaluation expert, generally one year. Reference the U.C. Drug-free Workplace Policy for a listing of Assistance and Rehabilitation providers.
Voluntary Treatment. The County strongly encourages persons with drug or alcohol problems to seek immediate treatment. Employees are encouraged to use the Employee Assistance Program, which can provide information on counseling and rehabilitation. If an employee believes he/she has a problem with drugs or alcohol, he/she may seek a leave of absence, in accordance with Grafton County personnel policies or the collective bargaining agreement (if applicable), for the time needed to complete an approved (*) rehabilitation program at his/her own cost, if not covered by health insurance. The employee will not receive a disciplinary penalty of any kind for this decision. However, this does not apply if, prior to requesting a leave of absence, the employee is a) involved in a situation where a possibility exists he/she may be asked to take a test, or b) is informed by the County he/she will be tested, or c) is tested. (*) An “approved” rehabilitation program is one that is conducted by a substance abuse professional. Substances that will be tested for include but are not limited to alcohol, amphetamines, barbiturates, benzodiazepine, benzolylecgonine, cannabinoids (THC), cocaine, methadone, methaqualone, opiates, and phencyclidine (PCP). The County uses U.S. Department of Health and Human Services (USDHHS) cut-off levels for drug testing. A confirmed result above the USDHHS cut-off will be considered a positive drug test. A blood alcohol content of .03% or more will be considered a positive alcohol test. Positive results without legitimate explanation are considered violation of this policy. Testing for the presence of alcohol may be conducted by breath or saliva, the manner to be determined by the testing facility. Testing for the presence of drugs generally will be done by urinalysis. Testing conducted by other authorities, whether by blood, breath or urine, may be used by the County to determine if there has been a violation of this policy. To ensure the accuracy and fairness of our testing program, all testing will be conducted according to USDHHS guidelines at a USDHHS approved laboratory. An initial drug screen which shows positive for drug(s) will be subjected to a confirmatory test. All confirmed positive tests shall be reviewed by the laboratory’s Medical Review Officer (MRO), who will offer the employee the opportunity to contest or explain the positive result. Absent a valid explanation, a confirmed positive test results in the conclusion that the employee has violated this...
Voluntary Treatment. While in voluntary attendance at a full time treatment program for substance abuse, a regular employee shall on proof of enrolment, be entitled to STIP to the extent that STIP is available. Where STIP is not applicable an employee shall be granted unpaid leave of absence for such attendance.
Voluntary Treatment. A. If an employee voluntarily enters a rehabilitation program for treatment of their substance abuse dependency, or provides substantiation that they have scheduled an intake assessment or made an appointment with a HCP to address their substance abuse dependency prior to being confronted with reasonable suspicion or other alleged violation of this policy, the employee will not be subject to discipline, provided the employee follows through with the recommendations of their HCP. If an employee voluntarily enters treatment for their substance abuse dependency or schedules an intake assessment or makes an appointment with a HCP to address their substance abuse dependence after being confronted with reasonable suspicion or other violation of this policy, the employee’s action in seeking treatment will be taken into consideration in determining the appropriate level of discipline. Employees will be allowed to obtain treatment for their substance abuse dependency irrespective of whether treatment is sought before or after a violation of this Policy.
B. Upon written certification from the employee’s substance abuse treatment provider that the employee is fit to resume duties, an employee who has not been discharged will be required to follow any after-care requirements or recommendations from the treatment provider, including unannounced testing pursuant to Section 6.D above, as well as any requirements agreed upon between the City and Association. Return to work will require a written commitment to comply with the terms of this Policy. The voluntary seeking of treatment by an employee cannot be used to avoid the consequences of an act for which the employee would otherwise receive economic discipline.
Voluntary Treatment. A. Where a permanently appointed employee on his/her own behalf, or someone on his/her behalf, voluntarily informs his/her Department Head that he/she is experiencing problems with alcohol or drug use, who has not previously been the subject of a disciplinary penalty following applicable due process procedures, if any, for alcohol or drug use, and has not been involved in any conduct or occurrence which would require the employee to be tested pursuant to this policy, that employee will be afforded the opportunity to participate in an alcohol or drug rehabilitation program rather than being subjected to disciplinary action. Enrollment in an alcohol or drug program in lieu of disciplinary action shall only be available where the employee has never previously tested positive for drug or alcohol use while employed by the County.
B. An unpaid leave of absence for treatment on an inpatient or outpatient basis will be granted for a period not to exceed sixty (60) days. The Department Head may approve an additional leave of thirty (30) days. The employee may use accumulated vacation time, holidays and other accrued leave time. The terms of the policy relative to said absences are not meant to affect or diminish those rights an Employer or an employee would otherwise be entitled to pursuant to Civil Service Law.
C. An employee who chooses to participate in an outpatient program and who does not wish to take a leave of absence, may, at the discretion of the Department Head, for a defined, temporary period, continue with his/her duties either on regular assignment, reassignment or limited duty as deemed appropriate by the Department Head at his/her sole discretion. Nothing herein shall be deemed to create a right on the part of an employee to limited, reassigned or light duty. Such reassignment, light or limited duty shall only be provided if the Department Head deems it available within the Department. Reassignment, light or limited duty may not be assigned without consultation with the Department of Law.
D. Return to work after completion of the program may only occur upon certification from the program that the employee has satisfactorily participated in the program, that the program recommends return to regular assignment, and that there is proof of no alcohol or drug use for a period of two (2) weeks prior to return to work. Upon return to work, the employee is subject to random drug/alcohol tests pursuant to the recommendation of the SAP. The final decision as ...
Voluntary Treatment. An employee may voluntarily enter into a chemical dependency program or other treatment program designed to provide care or treatment to employees in need of rehabilitation. The cost of said program(s), to the extent such treatment is not covered by the Employer group health insurance package, shall be borne solely by the employee. All information from that program shall remain confidential between the employee and the Employer and the rehabilitation agency. While undergoing rehabilitation, the employee shall be relieved of duty and shall utilize sick leave, personal leave and/or vacation leave. If the employee has exhausted all accumulated sick, personal and vacation leave, he may request to use his accumulated compensatory time and/or an unpaid leave of absence. While undergoing rehabilitation, the employee may continue to receive benefits in accordance with this Agreement. The employee, upon successful completion of the treatment program, must agree to random testing for a period of twelve (12) months and continue with any recommendations coming from the rehabilitation program as a condition of continued employment. The Employer will agree not to discipline any employee who, for the first time, voluntarily enters into a rehabilitation program if the employee has notified the Employer, unless the request follows the testing of an employee or circumstances identified in Section 4C or D are present. Seeking assistance does not insulate an employee from discipline for violation of City rules, failure to fulfill obligations under an employee assistance/treatment program or for future violations of City rules. Any subsequent entrance into a program, whether voluntarily or otherwise, may result in discipline up to and including discharge.
