Common use of Self-Identification Clause in Contracts

Self-Identification. An employee who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee to the County Employee Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP). 24.4.1 Within three (3) working days of self-identification, an employee shall elect to participate in the County approved treatment plan or resign from employment with the County, or otherwise be subject to dismissal from the County of Bernalillo. 24.4.2 If the SAP determines that an employee who has self-identified for alcohol misuse also abuses substances or that an employee who has self-identified for substance abuse also misuses alcohol, the SAP can require that the employee be tested for substance abuse and alcohol misuse. 24.4.3 An employee may self-identify at any time except within thirty-two (32) hours after an accident or after being notified that they must submit to a pre­ employment, random or reasonable suspicion testing and shall only be allowed to self-identify once for either substance abuse or alcohol misuse during any employment with the County, regardless of any break-in-service or change in job position. 24.4.4 All costs of the initial evaluation by the SAP shall be the County's responsibility. All costs for counseling or rehabilitation shall be the employee's responsibility. 24.4.5 An employee who self-identifies shall only be granted leave in conjunction with self-identification as determined necessary by the SAP. In the event the SAP determines leave is necessary, the employee shall be granted either annual leave, sick leave or leave without pay status. 24.4.5.1 In the event the employee is eligible for benefits under the Family and Medical Leave Act (FMLA), any leave taken by the employee, either paid or unpaid, shall be considered leave taken under FMLA. 24.4.6 An employee who self-identifies is subject to substance abuse and/or alcohol testing at the discretion of the SAP any time between self-identification and when the SAP's certifies the employee is again able to perform his job duties. 24.4.7 An employee who self-identifies shall be in compliance with the County approved treatment plan upon the SAP's certification that the employee is able to perform his job duties, but in no event shall the period to return to performing his job duties exceed ninety (90) calendar days after self-identification. 24.4.7.1 Compliance with the County approved treatment program means that the employee has submitted to a return-to- duty substance abuse test with a "verified negative" result and/or an alcohol test with either an alcohol concentration of 0.02 or less or an alcohol concentration of zero if any use of alcohol is prohibited by the employee treatment plan, and the employee is cooperating in the County approved treatment plan. 24.4.7.2 Non-compliance with the County approved treatment plan shall subject the employee to dismissal. 24.4.8 Once an employee has been released to work after self-identification and return­ to-duty testing, the employee shall be subject to unannounced follow- up alcohol and/or controlled substance testing as directed by the Substance Abuse Professional (SAP). An employee shall be subject to a minimum of at least six (6) tests in the first twelve (12) months following the employee's return-to-duty. 24.4.9 An employee who undergoes a controlled substance test at any time after self­ identification, and receives a "verified positive" result, is subject to disciplinary action, up to and including dismissal.

Self-Identification. An employee who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee to the County Employee Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP). 24.4.1 28.3.1 Within three (3) working days of self-identification, an employee shall elect to participate in the County approved treatment plan or resign from employment with the County, or otherwise be subject to dismissal from the County of Bernalillo. 24.4.2 28.3.2 If the SAP determines that an employee who has self-identified for alcohol misuse also abuses substances or that an employee who has self-identified for substance abuse also misuses alcohol, the SAP can require that the employee be tested for substance abuse and alcohol misuse. 24.4.3 28.3.3 An employee may self-identify at any time except within thirty-two (32) hours after an accident or after being notified that they must submit to a pre­ pre-employment, random or reasonable suspicion testing and shall only be allowed to self-identify once for either substance abuse or alcohol misuse during any employment with the County, regardless of any break-in-break in service or change in job position. 24.4.4 28.3.4 All costs of the initial evaluation by the SAP shall be the County's responsibility. All costs for counseling or rehabilitation shall be the employee's responsibility. 24.4.5 28.3.5 An employee who self-identifies shall only be granted leave in conjunction with self-identification as determined necessary by the SAP. In the event the SAP determines leave is necessary, the employee shall be granted either annual leave, sick leave or leave without pay status. 24.4.5.1 28.3.5.1 In the event the employee is eligible for benefits under the Family and Medical Leave Act (FMLA), any leave taken by the employee, either paid or unpaid, shall be considered leave taken under FMLA. 24.4.6 28.3.6 An employee who self-identifies is subject to substance abuse and/or alcohol testing at the discretion of the SAP any time between self-identification and when the SAP's certifies the employee is again able to perform his job duties. 24.4.7 28.3.7 An employee who self-identifies shall be in compliance with the County approved treatment plan upon the SAP's certification that the employee is able to perform his job duties, but in no event shall the period to return to performing his job duties exceed ninety (90) calendar days after self-identification. 24.4.7.1 28.3.7.1 Compliance with the County approved treatment program means that the employee has submitted to a return-to- to-duty substance abuse test with a "verified negative" result and/or an alcohol test with either an alcohol concentration of 0.02 or less or an on alcohol concentration of zero if any use of alcohol is prohibited by the employee treatment plan, and the employee is cooperating in the County approved treatment plan. 24.4.7.2 28.3.7.2 Non-compliance with the County approved treatment plan shall subject the employee to dismissal. 24.4.8 28.3.8 Once an employee has been released to work after self-identification and return­ toreturn-to- duty testing, the employee shall be subject to unannounced follow- follow-up alcohol and/or controlled substance testing as directed by the Substance Abuse Professional (SAP). An employee shall be subject to a minimum of at least six (6) tests in the first twelve (12) months following the employee's return-return- to-duty. 24.4.9 28.3.9 An employee who undergoes a controlled substance test at any time after self­ self- identification, and receives a "verified positive" result, is subject to disciplinary action, up to and including dismissalshall be dismissed.

Self-Identification. An employee who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee to the County Employee Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP)}. 24.4.1 28.3.1 Within three (3) working days of self-identification, an employee shall elect to participate in the County approved treatment plan or resign from employment with the County, or otherwise be subject to dismissal from the County of Bernalillo. 24.4.2 28.3.2 If the SAP determines that an employee who has self-identified for alcohol misuse also abuses substances or that an employee who has self-identified for substance abuse also misuses alcohol, the SAP can require that the employee be tested for substance abuse and alcohol misuse. 24.4.3 28.3.3 An employee may self-identify at any time except within thirty-two (32) hours after an accident or after being notified that they must submit to a pre­ pre-employment, random or reasonable suspicion testing and shall only be allowed to self-identify once for either substance abuse or alcohol misuse during any employment with the County, regardless of any break-in-break in service or change in job position. 24.4.4 28.3.4 All costs of the initial evaluation by the SAP shall be the County's responsibility. All costs for counseling or rehabilitation shall be the employee's responsibility. 24.4.5 28.3.5 An employee who self-identifies shall only be granted leave in conjunction with self-self- identification as determined necessary by the SAP. In the event the SAP determines leave is necessary, the employee shall be granted either annual leave, sick leave or leave without pay status. 24.4.5.1 28.3.5.1 In the event the employee is eligible for benefits under the Family and Medical Leave Act (FMLA), any leave taken by the employee, either paid or unpaid, shall be considered leave taken under FMLA. 24.4.6 28.3.6 An employee who self-identifies is subject to substance abuse and/or alcohol testing at the discretion of the SAP any time between self-identification and when the SAP's certifies the employee is again able to perform his job duties. 24.4.7 28.3.7 An employee who self-identifies shall be in compliance with the County approved treatment plan upon the SAP's certification that the employee is able to perform his job duties, but in no event shall the period to return to performing his job duties exceed ninety (90) calendar days after self-identification. 24.4.7.1 28.3.7.1 Compliance with the County approved treatment program means that the employee has submitted to a return-to- to-duty substance abuse test with a "verified negative" result and/or an alcohol test with either an alcohol concentration of 0.02 or less or an on alcohol concentration of zero if any use of alcohol is prohibited by the employee treatment plan, and the employee is cooperating in the County approved treatment plan. 24.4.7.2 28.3.7.2 Non-compliance with the County approved treatment plan shall subject the employee to dismissal. 24.4.8 28.3.8 Once an employee has been released to work after self-identification and return­ toreturn-to- duty testing, the employee shall be subject to unannounced follow- follow-up alcohol and/or controlled substance testing as directed by the Substance Abuse Professional (SAP). An employee shall be subject to a minimum of at least six (6) tests in the first twelve (12) months following the employee's return-return• to-duty. 24.4.9 28.3.9 An employee who undergoes a controlled substance test at any time after self­ self- identification, and receives a "verified positive" result, is subject to disciplinary action, up to and including dismissalshall be dismissed.

Self-Identification. An employee A Deputy who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee Deputy to the County Employee Deputy Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP). 24.4.1 31.4.1 Within three (3) working days of self-identification, an employee a Deputy shall elect to participate in the County approved treatment plan or resign from employment with the County, or otherwise be subject to dismissal from the County of Bernalillo. 24.4.2 31.4.2 If the SAP determines that an employee a Deputy who has self-identified for alcohol misuse also abuses substances substances; or that an employee a Deputy who has self-identified for substance abuse also misuses alcohol, the SAP can require that the employee Deputy be tested for substance abuse and alcohol misuse. 24.4.3 An employee 31.4.3 A Deputy may self-identify at any time except within thirty-two (32) hours after an accident or after being notified that they must submit to a pre­ pre-employment, random or reasonable suspicion testing and shall only be allowed to self-identify once for either substance abuse or alcohol misuse during any employment with the County, regardless of any break-in-service or change in job position. 24.4.4 31.4.4 All costs of the initial evaluation by the SAP shall be the County's responsibility. All costs for counseling or rehabilitation shall be the employeeDeputy's responsibility. 24.4.5 An employee 31.4.5 A Deputy who self-identifies shall only be granted leave in conjunction with self-self- identification as determined necessary by the SAP. In the event the SAP determines leave is necessary, the employee Deputy shall be granted either annual leave, sick leave or leave without pay status. 24.4.5.1 31.4.5.1 In the event the employee Deputy is eligible for benefits under the Family and Medical Leave Act (FMLA), any leave taken by the employeeDeputy, either paid or unpaid, shall be considered leave taken under FMLA. 24.4.6 An employee 31.4.6 A Deputy who self-identifies is subject to substance abuse and/or alcohol testing at the discretion of the SAP any time between self-identification and when the SAP's certifies the employee Deputy is again able to perform his job duties. 24.4.7 An employee 31.4.7 A Deputy who self-identifies shall be in compliance with the County approved treatment plan upon the SAP's certification that the employee Deputy is able to perform his job duties, but in no event shall the period to return to performing his job duties exceed ninety (90) calendar days after self-identification. 24.4.7.1 31.4.7.1 Compliance with the County approved treatment program means that the employee Deputy has submitted to a return-to- to-duty substance abuse test with a "verified negative" result and/or an alcohol test with either an alcohol concentration of 0.02 or less or an alcohol concentration of zero if any use of alcohol is prohibited by the employee Deputy treatment plan, and the employee Deputy is cooperating in the County approved treatment plan. 24.4.7.2 31.4.7.2 Non-compliance with the County approved treatment plan shall subject the employee Deputy to dismissal. 24.4.8 31.4.8 Once an employee a Deputy has been released to work after self-identification and return­ toreturn-to- duty testing, the employee Deputy shall be subject to unannounced follow- follow-up alcohol and/or controlled substance testing as directed by the Substance Abuse Professional (SAP). An employee shall be subject to a minimum of at least six (6) tests in the first twelve (12) months following the employee's return-to-duty. 24.4.9 An employee who undergoes a controlled substance test at any time after self­ identification, and receives a "verified positive" result, is subject to disciplinary action, up to and including dismissal.Professional

Self-Identification. An employee who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee to the County Employee Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP). 24.4.1 28.3.1 Within three (3) working days of self-identification, an employee shall elect to participate in the County approved treatment plan or resign from employment with the County, or otherwise be subject to dismissal from the County of Bernalillo. 24.4.2 28.3.2 If the SAP determines that an employee who has self-identified for alcohol misuse also abuses substances or that an employee who has self-identified for substance abuse also misuses alcohol, the SAP can require that the employee be tested for substance abuse and alcohol misuse. 24.4.3 28.3.3 An employee may self-identify at any time except within thirty-two (32) hours after an accident or after being notified that they must submit to a pre­ pre- employment, random or reasonable suspicion testing and shall only be allowed to self-identify once for either substance abuse or alcohol misuse during any employment with the County, regardless of any break-in-break in service or change in job position. 24.4.4 28.3.4 All costs of the initial evaluation by the SAP shall be the County's responsibility. All costs for counseling or rehabilitation shall be the employee's responsibility. 24.4.5 28.3.5 An employee who self-identifies shall only be granted leave in conjunction with self-identification as determined necessary by the SAP. In the event the SAP determines leave is necessary, the employee shall be granted either annual leave, ,sick leave or leave without pay status. 24.4.5.1 28.3.5.1 In the event the employee is eligible for benefits under the Family and Medical Leave Act (FMLA), any leave taken by the employee, either paid or unpaid, shall be considered leave taken under FMLA. 24.4.6 28.3.6 An employee who self-identifies is subject to substance abuse and/or alcohol testing at the discretion of the SAP any time between self-self- identification and when the SAP's certifies the employee is again able to perform his job duties. 24.4.7 28.3.7 An employee who self-identifies shall be in compliance with the County approved treatment plan upon the SAP's certification that the employee is able to perform his job duties, but in no event shall the period to return to performing his job duties exceed ninety (90) calendar days after self-self- identification. 24.4.7.1 28.3.7.1 Compliance with the County approved treatment program means that the employee has submitted to a return-to- to-duty substance abuse test with a "verified negative" result and/or an alcohol test with either an alcohol concentration of 0.02 or less or an on alcohol concentration of zero if any use of alcohol is prohibited by the employee treatment plan, ,and the employee is cooperating in the County approved treatment plan. 24.4.7.2 28.3.7.2 Non-compliance with the County approved treatment plan shall subject the employee to dismissal. 24.4.8 28.3.8 Once an employee has been released to work after self-identification and return­ return-to-duty testing, the employee shall be subject to unannounced follow- up alcohol and/or controlled substance testing as directed by the Substance Abuse Professional (SAP). An employee shall be subject to a minimum of at least six (6) tests in the first twelve (12) months following the employee's return-return- to-duty. 24.4.9 28.3.9 An employee who undergoes a controlled substance test at any time after self­ self- identification, and receives a "verified positive" result, is subject to disciplinary action, up to and including dismissalshall be dismissed.

Self-Identification. An employee who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee to the County Employee Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP). This must occur prior to the employee being involved in a situation that is; or could be, subject to disciplinary action. 24.4.1 23.4.1 Within three (3) working days of self-identification, an employee shall elect to participate in the County approved treatment plan or resign from employment with the County, or otherwise be subject to dismissal from the County of Bernalillo. 24.4.2 23.4.2 If the SAP determines that an employee who has self-identified for alcohol misuse also abuses substances or that an employee who has self-identified for substance abuse also misuses alcohol, the SAP can require that the employee be tested for substance abuse and alcohol misuse. 24.4.3 23.4.3 An employee may self-identify at any time except within thirty-two (32) hours after an accident or after being notified that they must submit to a pre­ pre-employment, random or reasonable suspicion testing and shall only be allowed to self-identify once for either substance abuse or alcohol misuse during any employment with the County, regardless of any break-in-service or change in job position. 24.4.4 23.4.4 All costs of the initial evaluation by the SAP shall be the County's responsibility. All costs for counseling or rehabilitation shall be the employee's responsibility. 24.4.5 23.4.5 An employee who self-identifies shall only be granted leave in conjunction with self-identification as determined necessary by the SAP. In the event the SAP determines leave is necessary, the employee shall be granted either annual leave, sick leave or leave without pay status. 24.4.5.1 23.4.5.1 In the event the employee is eligible for benefits under the Family and Medical Leave Act (FMLA), any leave taken by the employee, either paid or unpaid, shall be considered leave taken under FMLA. 24.4.6 23.4.6 An employee who self-identifies is subject to substance abuse and/or alcohol testing at the discretion of the SAP any time between self-identification and when the SAP's certifies the employee is again able to perform his job duties. 24.4.7 23.4.7 An employee who self-identifies shall be in compliance with the County approved treatment plan upon the SAP's certification that the employee is able to perform his job duties, but in no event event, shall the period to return to performing his job duties exceed ninety (90) calendar days after self-identification. 24.4.7.1 23.4.7.1 Compliance with the County approved treatment program means that the employee has submitted to a return-to- to-duty substance abuse test with a "verified negative" result and/or an alcohol test with either an alcohol concentration of 0.02 or less or an alcohol concentration of zero if any use of alcohol is prohibited by the employee treatment plan, and the employee is cooperating in the County approved treatment plan. 24.4.7.2 23.4.7.2 Non-compliance with the County approved treatment plan shall subject the employee to dismissal. 24.4.8 23.4.8 Once an employee has been released to work after self-identification and return­ toreturn-to- duty testing, the employee shall be subject to unannounced follow- follow-up alcohol and/or controlled substance testing as directed by the Substance Abuse Professional (SAP). An employee shall be subject to a minimum of at least six (6) tests in the first twelve (12) months following the employee's return-to-duty. 24.4.9 23.4.9 An employee who undergoes a controlled substance test at any time after self­ self- identification, and receives a "verified positive" result, is subject to disciplinary action, up to and including dismissalshall be dismissed.