Voluntary Rehabilitation a. The primary objectives of the Agency’s drug and alcohol policy are to maintain employee performance and good health and a safe work environment. If, prior to a requirement by the Agency that the employee submit to any of the tests specified in Section 5 of this Article, the employee notifies a supervisor he or she has drug or alcohol problems that require treatment, then in that event the employee shall immediately submit to a medical evaluation by a doctor selected and paid for by the Agency and shall enroll in a treatment program recommended by the doctor. An employee may seek such evaluation and treatment from the employee’s own doctor, at the employee’s expense. The employee shall notify the employer of the name of the doctor. An employee who enters rehabilitation and successfully completes rehabilitation under the terms of this paragraph shall not be subject to discipline. The cost of such treatment shall be at the employee’s expense except as it may be covered by insurance. The employee may take paid leave or leave without pay for the period of treatment.
Voluntary Rehabilitation. A. The primary objectives of the Agency’s drug and alcohol policy are to maintain employee performance and good health and a safe work environment. If, prior to a requirement by the Agency that the employee submit to any of the tests specified in Section 7 of this Article, the employee notifies a supervisor that he or she has drug or alcohol problems that require treatment, then in that event the employee shall immediately submit to a medical evaluation by a doctor selected and paid by the Agency and shall enroll in a treatment program recommended by the doctor.
Voluntary Rehabilitation. Non-probationary employees who are not subject to Mandatory Referral to the EAP may choose to utilize EAP drug and alcohol rehabilitation services of their own volition. SEPTA encourages this use. However, if the employee requests assistance or treatment after she/he has been notified of selection for any test, asking for the assistance will not block the test from occurring and she/he must still submit to the testing. Asking for assistance after being notified of a test will not alter the administrative or disciplinary consequences of such testing. Moreover, the employee shall not avoid any disciplinary charges or pending disciplinary charges by entering voluntary referral. The EAP will disclose the progress of any employee who voluntarily refers her/himself to SEPTA staff only if obligated to do so under its duty to warn SEPTA that an employee who is not cleared for Safety-Sensitive work may attempt to return to such work. Aside from fulfilling such obligation, the EAP will maintain the confidentiality of employees who utilize its services, including drug and alcohol rehabilitation and treatment services.
Voluntary Rehabilitation. Any voluntary request by an employee for assistance with his/her own alcohol or drug abuse problem will remain confidential and shall not be used as the basis for any disciplinary action provided that the request for assistance is initiated prior to being identified as impaired through the procedures herein, and prior to the employee having engaged in any misconduct.
Voluntary Rehabilitation. Prior to being notified of a drug test, A Flight Attendant, may enter voluntarily into any FAA approved drug and/or alcohol rehabilitation program, including any such program recommended by the Union’s or Silver Airways’ EAP. A Flight Attendant who has voluntarily entered into a rehabilitation program pursuant to this Part shall be entitled to use any accrued vacation days and then any accumulated sick leave, to the extent needed to complete the rehabilitation program. Upon completion of the formal rehabilitation program and appropriate certification by the FAA, the Flight Attendant shall assume the bid position to which s/he is otherwise entitled by the terms of this Agreement and will be subject to additional random testing under the DOT guidelines.
Voluntary Rehabilitation. An employee who agrees to voluntarily participate in a rehabilitation or detoxification program at his/her expense shall be allowed to charge sick leave or annual leave credits while such employee partici- pates in a rehabilitation or detoxification program. If no leave credits are available, such employee will be placed on a leave of absence without pay for the period of the rehabilitation or detoxification program. Upon certification of successful completion of such program and a retest that demonstrates that an employee is not using illegal drugs or abusing controlled substances, the employee shall be returned to his/her position. Such employee may be subject to periodic retesting upon his/her return to his/her position. If such employee tests positively upon completion of such voluntary rehabilitation program or on any subsequent occasion, he/she shall be terminated without further hearing or formal charges.
Voluntary Rehabilitation. A. The primary objectives of the City's drug and alcohol policy are to maintain employee performance and good health and a safe work environment. If, prior to a requirement by the City that the employee submit to any of the tests specified in Section 32.6 of this Article, the employee notifies a supervisor that he or she has drug or alcohol problems that require treatment, then in that event the employee shall immediately submit to a medical evaluation by a doctor selected and paid by the City. The employee shall enroll in and successfully complete a treatment program recommended by the doctor and any City payment contribution shall be governed by the Mental Health and Chemical Dependency benefit provisions of the applicable City health insurance plan. If the employee fails to complete the treatment program successfully, their employment will be terminated.
Voluntary Rehabilitation. A Pilot who has not had a verified confirmed positive drug test result or a breath alcohol test indicating an alcohol concentration of 0.04 or greater, may enter voluntarily into any FAA approved drug and/or alcohol rehabilitation program, including any such program recommended by Gulfstream’s EAP. A Pilot who has voluntarily entered into a rehabilitation program pursuant to this Part shall be entitled to use any accumulated sick leave to the extent needed to complete the rehabilitation program. Upon completion of the formal rehabilitation program and appropriate certification by the FAA, the Pilot shall assume the bid position to which he is otherwise entitled by the terms of this Agreement.
Voluntary Rehabilitation. 1. The primary objectives of the City’s drug and alcohol policy are to maintain employee performance and good health and a safe work environment. If, prior to a requirement by the City that the employee submit to any of the tests specified in Section G of this Article, the employee notifies a supervisor that he or she has drug or alcohol problems that require treatment, then in that event the employee shall immediately submit to a medical evaluation by a doctor selected and paid by the City and shall enroll in a treatment program recommended by the doctor.
Voluntary Rehabilitation. The Company/Union encourages employees who have a problem with substance abuse, including alcoholism, to come forward confidentially and work to resolve the problem before it leads to disciplinary action. Such employees will be evaluated by the Employee Assistance Program and are encouraged to comply with any recommendations of the program and successfully complete any recommended treatment and continue with an after-care program where recommended.
