EMPLOYEE RIGHTS AND RESPONSIBILITIES. 1. In addition to others identified herein, employees affected by these procedures shall have the following rights:
EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep all testing results confidential. If at any point the results of the testing procedures specified in the Drug & Alcohol Testing Processes section of this are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employee, who voluntarily seeks assistance concerning a drug or alcohol problem, prior to reasonable suspicion, shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing or is resulting in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is not required to disclose to their supervisor the name of the medication or the reason that the employee has been prescribed the medication. If the prescription medication use could cause productivity or safety problems, a supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. Employees covered by this Contract retain and reserve unto themselves all powers, rights, authority, duties, and responsibilities conferred upon and vested in them by the laws and constitution of the State of Florida and applicable rules and policies of the Board.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 8.1 The rights granted to employees hereunder shall be in addition to those provided elsewhere.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section A. Employees are expected to follow the job related direction of the staff member to whom the paraprofessional is assigned to support, and/or his/her immediate supervisor.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 1. The County has the right to require an employee to undergo a drug and/or alcohol test when there is reasonable suspicion to indicate the employee has used and/or the presence of a substance which violates these policies, causes the employee to pose a hazard to the safety of the employee, the public, or other employees. However, an employee may be required to undergo a re-examination drug and/or alcohol test as provided in Section J.2. of this policy.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 17.1 – Internal Affairs Investigation Policy
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. Hazing/Harassment/Bullying/Intimidation/Menacing/Cyberbullying
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 1) District employees have the right to refuse to perform work which would violate applicable Federal and State Health and Safety Laws or work that would pose a real safety hazard to the employee’s safety or health or where the employee reasonably deems the work to be unsafe due to a lack of training and/or experience.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. No material, including but not limited to, student, parental, or school personnel complaints originating after initial employment will be placed in an employee's personnel file unless the employee has been notified. Complaints placed in the personnel file shall be put in writing with the names of the complainants. The employee may submit a written notation regarding any material, including complaints, and same shall be attached to the file copy of the material in question. If the employee believes that the material to be placed in his/her file is inappropriate or in error, the employee may receive adjustment, provided cause is shown, through the grievance procedure. If the employee is asked to sign material placed in his/her file, such signature shall be understood to indicate awareness of the material, but in no instance shall said signature be interpreted to mean agreement with the content of the material.
