Return to Duty. The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.
Return to Duty. In the event the employee is released from jury duty on a given day and there are four or more hours remaining in the employee’s scheduled workday, the employee must report to work.
Return to Duty. The Substance Abuse Prevention Coordinator will evaluate a covered employee who has tested positive. The Coordinator will evaluate what course of action, if any, and what assistance the employee needs, if any, and will communicate a return-to-work plan, if necessary, to the employee and department.
Return to Duty. Employees returning from parental leave shall give two (2) weeks advance notice and shall be reassigned to the same job classification and commissioned rank in an area not requiring a change of residence.
Return to Duty. If an ill staff member is determined to be fit for continued duty, the supervisor will be informed of the employee’s medical condition, the reasonable accommodations/precautions, if any, to be observed in the work setting, and any other factors that would warrant the reconsideration of continued duty. A regular schedule of medical examinations or evaluations for continued employment may be required.
Return to Duty. The unit member shall notify the District of his/her intended return at least four (4) weeks prior to the beginning of any term.
Return to Duty. The employee shall be returned to his/her former position if the job still exists, or if eliminated, then to any other position which is available and equivalent.
Return to Duty. When a member is permitted to return to duty in the same class after a separation from the Township service of not more than one (1) year, which separation was not due to discreditable circumstances, the member shall receive the step rate in the pay grade corresponding to the step rate received at the time of separation. The member shall also serve thereafter for that amount of time as would be required for advancement to the next higher step, with credit being given for time previously served prior to the separation.
Return to Duty. Teachers returning from a maternity leave shall submit the appropriate form from their attending physician indicating that they have medical clearance to return prior to reporting to work. When returning from a parenting leave, teachers shall submit the designated form indicating their intent to return to work. The teacher shall return to the same position if the position still exists. The teacher shall return to the same site, unless the teacher is the least senior in their licensure area/department, or chooses excess status through the canvassing process pursuant to the Transfer and Reassignment Article, Staff Reduction (see 13.7).
Return to Duty. Upon return to duty after successfully completing the drug rehabilitation program, the employee will be subject to a maximum of three random drug screens for the first eighteen (18) months following return to duty, in addition to drug screening based on probable cause for a period of two years during which time if the employee tests positive for drug use he/she will be subject to termination. Any employee refusing to be administered either a random or probable cause drug test during the time frames indicated above, as appropriate, when requested to by his/her supervisor, Warden, or designee, based on probable cause, shall be terminated.
