Voluntary Assistance Program Sample Clauses

Voluntary Assistance Program. A. A program entitled Voluntary Assistance Program (VAP) shall be instituted to provide released time from regular assignments for consultation and/or visitation to take place. This program shall be based on the following guidelines:
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Voluntary Assistance Program. On one (1) occasion, employees who voluntarily seek help for an alcohol or substance abuse problem will be given whatever assistance possible in being placed in an alcohol substance abuse program approved by the City and the Union until the approved program administrator is able to state that the employee has been successfully rehabilitated. This one opportunity to receive voluntary assistance shall not constitute the first drug/alcohol event for the purpose of discipline. The City, however, will not pay for this program. However, the employee may elect to utilize their EAP and insurance benefits. While in the program, the employee may use his sick leave, vacation time, LWOP, or other leave as authorized by law, if it is necessary to take time off. The employee will also be allowed to return to work upon successful completion of the program or as soon as the clinical program director releases the employee for work, whichever occurs first, but with no loss of status consistent with City policy.
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Voluntary Assistance Program. 40.3.1 Employees who voluntarily seek help (step forward prior to taking a test for alcohol or substance abuse) who have an alcohol or substance abuse problem, will be given whatever assistance possible in being placed in an alcohol/substance abuse program, through the EAP program, or program approved by the City and Union, until released by the program for return to work. While in the program, the employee may use his/her sick leave, vacation, compensatory time, or leave without pay, if necessary to take time off to attend the program. The employee will be allowed to return to work when approved by the EAP approved counselor or other authorized program. Participation in such a program shall not be the basis for disciplinary action, or grounds for testing. The only exception would be testing pursuant to the requirements of the alcohol/substance abuse program or other authorized rehabilitation program.
Sample 1
Voluntary Assistance Program. Employees who voluntarily seek help (step forward prior to taking a test for alcohol or substance abuse) for their alcohol or substance abuse problem, will be given whatever assistance possible in being placed in an alcohol/substance abuse program, through the EAP program, or program approved by the City and Association until released by the program for return to work. While in the program, the employee may use his sick leave, vacation, compensatory time, or leave without pay, if necessary to take time off to attend the program. The employee will be allowed to return to work when approved by the EAP approved counselor or other authorized program. Participation in such a program shall not be the basis for disciplinary action, or grounds for testing. The only exception would be testing pursuant to the requirements of the alcohol/substance abuse program or other authorized rehabilitation program.
Sample 1
Voluntary Assistance Program. On one occasion prior to being directed to submit to a drug or alcohol test, employees who voluntarily seek help for an alcohol or substance abuse problem will be given whatever assistance possible in being placed in an alcohol substance abuse program approved by the City and the Union until the approved program administrator is able to state that the employee has been successfully rehabilitated. This one opportunity to receive voluntary assistance shall not constitute the first drug/alcohol event for the purpose of discipline. The City will not pay for this program. However, the employee may elect to utilize their EAP and insurance benefits. While in the program, the employee may use accrued and unused sick leave, vacation time, LWOP, or other leave as authorized by law including FMLA if eligible, if it is necessary to take time off. The employee will also be allowed to return to work upon successful completion of the program or as soon as the clinical program director releases the employee for work, whichever occurs first, but with no loss of status consistent with City policy.
Sample 1

Related to Voluntary Assistance Program

  • Employee Family Assistance Program (EFAP) services and the PEBT The Parties request that the PEBT Board undertake a review to assess the administering of all support staff Employee Family Assistance Program (EFAP) plans.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s).

  • Employee Assistance Program A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem.

  • TUITION ASSISTANCE PROGRAM A. As part of the University policy to encourage staff members to further their formal education, the Tuition Assistance Program for Employees was established. Under the Tuition Assistance plan, qualified Employees will be issued vouchers which will enable them to register without paying tuition. (Incidental fees, however, must be paid by the Employee.)

  • EDUCATIONAL ASSISTANCE PROGRAM The District’s Educational Assistance Program will be continued during the life of this Agreement. Employees who wish to enroll in job-related and promotion oriented courses, which will improve their job knowledge, and performance will be compensated by the District for expenses as follows:

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided.

  • Employee Assistance Plan The Board shall make available to eligible employees and their eligible family members, at no cost, an Employee Assistance Plan (EAP). Employee participation in and/or referral to the EAP shall be voluntary and confidential, except as to any disclosures required by applicable state law. All personal treatment records generated as a result of an eligible individual’s utilization of the EAP shall be maintained by the service provider and shall not be shared with the Board unless otherwise authorized by the eligible employee or the covered dependent, or by operation of applicable law. The contact person for the EAP services to be made available under this Agreement shall not be employed by the Board of Education.

  • Peer Assistance and Review Program 1. MCEA and MCPS agree to jointly operate a Peer Assistance and Review (PAR) Program. The PAR Program is a mechanism for maintaining systemwide quality control and ensuring that all MCPS teachers responsible for teaching students are functioning at or above the high MCPS standards of performance. It provides intensive assistance for any teacher who has not yet achieved that standard or who falls below acceptable standards. Assistance and review are provided to both experienced MCPS teachers in need of significant improvement and teachers in their first year of teaching.

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