Re-employment Considerations. If the decision not to renew the appointment was based primarily upon adverse financial circumstances, reallocation of resources, reorganization of degree or curriculum offerings or requirements, reorganization of academic or administrative structures, programs, or functions, or curtailment or abolition of one (1) or more programs or functions, the University shall take the following actions:
Re-employment Considerations. It is intended that TSP participants not be re-employed by an acute care employer during their TSP payment period. For purposes of this program, acute care employer includes the following employers: the IWK Health Centre and all District Health Authorities. An employee in receipt of a TSP payment who is re- employed within an acute care employer will be required to repay an amount equal to the remaining portion of the TSP payment period. The repayment may be achieved through a payroll deduction plan that provides for full recovery over a period that is no more than twice the length of the remaining TSP payment period or through a lump sum payment. The employee has the right to determine the method of repayment.
Re-employment Considerations. It is intended that TSP participants not be re-employed by an acute care employer during their TSP payment period. For purposes of this program, acute care employer includes the following employers: Capital District Health Authority, IWK Health Centre, Cape Breton Healthcare Complex and all District Health Authorities. An employee in receipt of a TSP payment who is re-employed with an acute care employer will be required to repay an amount equal to the remaining portion of the TSP payment period. The repayment may be achieved through a payroll deduction plan that provides for full recovery over a period that is no more than twice the length of the remaining TSP payment period or through a lump sum payment. The Employee has the right to determine the method of repayment.
Re-employment Considerations. A former employee, who wishes to be considered for re-employment, must successfully complete an appropriate course of rehabilitation. The former employee must provide the Company’s Employee Assistance Program (EAP) Substance Abuse Professional (SAP) authorization to obtain information form the rehabilitation provider required to determine the appropriateness of and compliance with rehabilitation. Upon authorization by the former employee to the SAP, the SAP will notify the Company when or if the former employee is eligible for reconsideration and the types and frequency of testing required under law should they regain employment. An employee satisfying the above requirement will be eligible for re-employment consideration for available positions (both externally advertised and posted internally) based on their previous employment record with Washington Gas, exclusive of their drug and/or alcohol failure, subject to all pre-employment background and pre-employment physical requirements. Any employee who is selected and returns to employment will be subject to unannounced drug and alcohol testing for up to 5 years from the date of their reemployment with Washington Gas in addition to all other drug and/or alcohol testing required by law or Company policy. Employee Self-Identification: Employees are encouraged to voluntarily seek assistance with drug and/or alcohol problems before they are selected for testing under the Washington Gas and DOT “Zero Tolerance” Drug and Alcohol Testing Policy. When an employee voluntarily reports a drug and/or alcohol problem (“self- identification”), the employee will be referred to the Washington Gas Employee Assistance Program for evaluation and a treatment plan. The self-identified employee will be placed on sick leave and will be eligible for rehabilitation under the appropriate medical insurance plan. Rehabilitation and/or treatment shall be the employee’s responsibility and, unless covered under a medical insurance plan, shall be at the employee’s expense. When an employee is self-identified, the employee’s position will be held for the period of the prescribed treatment up to a maximum of 60 calendar days from the date of self-identification or commencement of treatment, whichever is earlier. During this 60-day period, the self-identified employee must commence and complete all treatment prescribed by the Company’s Employee Assistance Program Substance Abuse Professional (SAP). Return to duty must be authorized by the SA...
Re-employment Considerations. It is intended that TSP participants not be re-employed by an acute care employer during their TSP payment period. For purposes of this program, acute care employer includes the following employers: Capital District Health Authority, IWK Health Centre, Cape Breton Healthcare Complex and all District Health Authorities Nova Scotia Health Authority and Xxxxx Xxxxxx Xxxxxx Health Centre. An Employee in receipt of a TSP payment who is re-employed with an acute care employer will be required to repay an amount equal to the remaining portion of the TSP payment period. The repayment may be achieved through a payroll deduction plan that provides for full recovery over a period that is no more than twice the length of the remaining TSP payment period or through a lump sum payment. The Employee has the right to determine the method of repayment.
