EMPLOYEE ASSESSMENT Sample Clauses

EMPLOYEE ASSESSMENT. Any safety-sensitive employee who tests positive for the presence of controlled substances or whose breath alcohol concentration is above the minimum thresholds set forth in the Department of Transportation guidelines will be assessed by a Substance Abuse Professional (SAP). The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. If a safety-sensitive employee is returned to duty following rehabilitation, he/she must agree to and sign a Return-To-Duty Agreement, pass a return-to-duty controlled substance and/or alcohol test and be subject to unannounced follow-up tests for a period of one to five years, as determined by the SAP. Referral to the Substance Abuse Professional (SAP) and any other recover treatment costs will be borne by the safety- sensitive employee. Employee will be immediately terminated on the occurrence of a second verified positive test result within 36 months and may be terminated or offered additional rehabilitation at the City’s sole discretion after 36 months.
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
EMPLOYEE ASSESSMENT. A. Any safety-sensitive employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40, as amended, will be evaluated by a Substance Abuse Professional (SAP). A SAP is a licensed physician, or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of controlled substance or alcohol-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse.
Sample 1Sample 2Sample 3
EMPLOYEE ASSESSMENT. The Superintendent shall establish procedures for assessing the performance of duties and responsibilities of all personnel employed in the district. The School Board shall provide training programs, which are based upon guidelines provided by the Florida Council on Educational Management to ensure that all individuals with evaluation responsibilities understand the proper use of the assessment criteria and procedures. All personnel shall be fully informed of the criteria and procedures associated with the assessment process before the assessment takes place. A written report of each assessment shall be made and a copy thereof shall be given to the employee no later than ten (10) days after the assessment takes place. The written report of The person responsible for preparing the report shall discuss assessment with the employee. The employee shall have the right to initiate a written response to the assessment and the response shall become a permanent attachment to his/her personnel file. In the event that an employee is not performing his/her duties in a satisfactory manner, the evaluator shall notify the employee in writing of such determination and describe such unsatisfactory performance. The evaluator shall thereafter confer with the employee, make recommendations with respect to specific areas of unsatisfactory performance and provide assistance in helping to correct such deficiencies within a reasonable prescribed period of time. The assessment criteria for the Xxxxxxxx County School District shall be in accordance with Florida Statutes and as determined by the local district. A committee of employees from various levels shall be formed to make suggestions for assessment forms and procedures to the Superintendent or his designee, but this committee shall be of an advisory nature only. The Superintendent shall establish the due dates for the district assessment program. Only an employee’s supervisor may make an evaluation.
Sample 1Sample 2Sample 3
EMPLOYEE ASSESSMENT. Any safety-sensitive employee who tests positive for the presence of controlled substances or whose breath alcohol concentration is above the minimum thresholds set forth in the Department of Transportation guidelines will be assessed by a Substance Abuse Professional (SAP). A SAP is a licensed physician, psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinically experienced in the diagnosis and treatment of alcohol related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. If a safety-sensitive employee is returned to duty following rehabilitation, he/she must agree to and sign a Return-To-Duty Agreement, pass a return-to-duty controlled substance and/or alcohol test and be subject to unannounced follow-up tests for a period of one to five years, as determined by the SAP. The cost of any rehabilitation and subsequent controlled substance and/or alcohol testing is borne by the safety- sensitive employee and is on a one time basis only. Employee will be immediately terminated on the occurrence of a second verified positive test result. Employees may use accumulated sick leave, vacation and floating holidays, if any, to participate in the prescribed rehabilitation program.
Sample 1Sample 2
EMPLOYEE ASSESSMENT. Section 1 The parties agree that the primary objective of the program to evaluate performance is to improve the quality of services. All observations of Employees for the purpose of assessment shall be conducted openly and with full knowledge of the Employee. The Principal, or other administrator designated by the Superintendent in charge of EMPLOYEE supervision, shall be responsible for the administration of the procedure for evaluating performance. The evaluators shall meet with all employees, no later than 2 weeks following the 1st nine weeks grading period, and inform each Employee (individually, in small groups, or in a faculty meeting) of the criteria and procedures associated with the assessment process before any assessment takes place. The evaluator shall explain his expectations when informing the Employees of the assessment criteria and procedures. Employees shall have five days to request additional explanations of criteria and procedures.
Sample 1Sample 2
EMPLOYEE ASSESSMENT. Any Chillicothe Police Department employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in this policy, will be referred for evaluation by a Substance Abuse Professional (SAP). A SAP is a licensed or certified physician, psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of alcohol and drug-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited drug use or alcohol misuse. Assessment by a SAP or participation in the City’s Employee Assistance Program (EAP) does not shield an employee from disciplinary action. If a Chillicothe Police Department employee is allowed to return-to-duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the Chillicothe Police Department employees must have negative return-to-duty drug and alcohol tests, and be subject to unannounced follow-up testing for a period of one to five years.
Sample 1
EMPLOYEE ASSESSMENT. Workers Compensation and Rehabilitation To be completed by the employee (and Workers’ Compensation staff if applicable) Medical Result Action to be taken / Comments Does the employee have a pre-existing injury that may be aggravated by performing University work tasks from a remote location? Yes No If “Yes”, discuss and answer questions below with University Health Safety and Wellbeing team prior to proceeding. If “No”, skip to Part C. below. Has the employee seen a health / medical professional about this issue? Yes No Does the employee have any recommendations / restrictions from a health / medical professional? Yes No
Sample 1
AutoNDA by SimpleDocs
EMPLOYEE ASSESSMENT. Any Member performing safety-sensitive functions who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in this Section will be referred for evaluation by a Substance Abuse Professional (SAP). The SAP will evaluate each such Member to determine what assistance, if any, the Member needs in resolving problems associated with prohibited drug use or alcohol misuse. If a Member who is a driver or performing safety-sensitive functions is allowed to return-to-duty, he or she must:
Sample 1

Related to EMPLOYEE ASSESSMENT

  • Performance Assessment 6.1 The Performance Plan (Annexure A) to this Agreement sets out key performance indicators and competencies that needs to be evaluated in terms of –

  • Post-Employment Cooperation Executive agrees to fully cooperate with the Employer in the defense or prosecution of any claims or actions now in existence or which may be brought in the future against or on behalf of the Employer which relate to events or occurrences that transpired or which failed to transpire while Executive was employed by the Employer. Executive also agrees to cooperate fully with the Employer in connection with any internal investigation or review, or any investigation or review by any federal, state or local regulatory authority, relating to events or occurrences that transpired or failed to transpire while Executive was employed by the Employer. Executive’s full cooperation in connection with such matters shall include, but not be limited to, providing information to counsel, being available to meet with counsel to prepare for discovery or trial and acting as a witness on behalf of the Employer at a mutually convenient times.

  • Diagnostic Assessment 6.3.1 Boards shall provide a list of pre-approved assessment tools consistent with their Board improvement plan for student achievement and which is compliant with Ministry of Education PPM (PPM 155: Diagnostic Assessment in Support of Student Learning, date of issue January 7, 2013).

  • Needs Assessment The determination of whether the Annual Income of a family or individual occupying or seeking to occupy a Qualifying Unit complies with the requirements for Extremely Low-Income Households or Low- to Moderate-Income Households shall be made by the applicable housing authority in the CDBG-DR Program area prior to admission of such family or individual to occupancy of a Qualifying Unit.

  • Evaluation Cycle: Formative Assessment A) A specific purpose for evaluation is to promote student learning, growth and achievement by providing Educators with feedback for improvement. Evaluators are expected to make frequent unannounced visits to classrooms. Evaluators are expected to give targeted constructive feedback to Educators based on their observations of practice, examination of artifacts, and analysis of multiple measures of student learning, growth and achievement in relation to the Standards and Indicators of Effective Teaching Practice.

  • Data Protection Impact Assessment If, pursuant to Data Protection Law, Customer (or its Controllers) are required to perform a data protection impact assessment or prior consultation with a regulator, at Customer’s request, SAP will provide such documents as are generally available for the Cloud Service (for example, this DPA, the Agreement, audit reports or certifications). Any additional assistance shall be mutually agreed between the Parties.

  • Risk Assessment An assessment of any risks inherent in the work requirements and actions to mitigate these risks.

  • Self-Assessment (a) Subject to clause 4.4(b), for Services that are Self-Assessable:

  • Joint Assessment If the Premises are not separately assessed, Lessee's liability shall be an equitable proportion of the Real Property Taxes for all of the land and improvements included within the tax parcel assessed, such proportion to be conclusively determined by Lessor from the respective valuations assigned in the assessor's work sheets or such other information as may be reasonably available.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

Time is Money Join Law Insider Premium to draft better contracts faster.