Employees who Report Dependencies and Seek Treatment after Committing a Policy Violation Sample Clauses

Employees who Report Dependencies and Seek Treatment after Committing a Policy Violation. Employees who notify the City of drug or alcohol dependencies after violating this Policy may be subject to discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee to undergo evaluation and rehabilitation in lieu of discharge, provided the employee promptly complies with the terms and conditions set forth in this Policy. The City will consider the following factors in exercising its discretion: the employee’s length of service; the employee’s work record, in particular, whether the employee has committed a previous alcohol or drug policy infraction; the consequences of the violation; any other circumstances offered by the employee that militates against discharge. It is understood and agreed that the references to discipline and discharge set forth in this Policy and the Rehabilitation and Return to Work Agreement are not intended to supersede “just cause” requirements.

Employees who Report Dependencies and Seek Treatment after Committing a Policy Violation. Employees who claim drug or alcohol dependencies after being selected for testing or otherwise violating this Policy or other City standards may be subject to discharge, irrespective of such dependencies. The City may however, at its discretion, allow an employee a one-time opportunity to undergo evaluation and rehabilitation in lieu of discharge, provided the employee agrees to all rehabilitation treatment, education, testing and other conditions as set forth in a written Last Chance Rehabilitation and Return to Work Agreement provided by the City and negotiated with the Union. Any employee who violates the terms of the Agreement will be subject to immediate discharge. The City will consider the following factors in exercising its discretion: the employee's length of service, the employee's work record, the safety-sensitivity of the individual’s position, the consequences of the violation, whether the individual’s behavior violated any other City policy and any other circumstances offered by the employee that mitigate against discharge.