Impaired Employees Sample Clauses

Impaired Employees. Employees who report for duty visibly impaired or during the tour of duty are presumed unable to perform his/her assigned duty due to visibly impaired behavior, will not be allowed to work. If in the reasonable judgment of two immediate supervisors, the person is impaired or behavior questionable, he or she must be taken to an approved medical facility by a supervisor for substance abuse testing. The person will be on sick leave status pending the test results. An impaired person will not be permitted to drive. Supervisors must document such incidents, referrals, and the reasons to the Fire Chief.
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Impaired Employees. It is the policy of WMC to safeguard our patients, employees, and visitors from personnel who are impaired. All clinical staff, WMC employees, and contract personnel who are unable to perform the essential duties of their job in a safe, secure, productive and effective manner without presenting a safety hazard to themselves, patients, other employees or to the public may be tested if there is a reasonable suspicion to believe that it may be discovered that the employee is impaired while on the job. Reasonable suspicion of employee impairment is based on objective facts, questioning of employee with union representation (unless representation is declined by employee in writing) will take place and may include Labor Relations, Department Manager/Supervisor, and VP of area. Off hours assessment/evaluation will be done by Supervisor on site. APPROVALS – will be handled electronically
Sample 1

Related to Impaired Employees

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the Board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of the leave.

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

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