Voluntary Request for Assistance. A member may voluntarily enter rehabilitation without a requirement of prior testing. A member who desires Employee Assistance Program (EAP) assistance may notify the City's EAP Administrator. A member who seeks voluntary assistance through his/her own service provider without notifying the City's EAP Administrator will not receive the protections from discipline afforded by this Section 17.11. Any member who does voluntarily seek assistance and who notifies the City's EAP Administrator before the member is asked to submit to a drug or alcohol test or is under investigation for drug or alcohol abuse, shall not be disciplined, but the member must:
Voluntary Request for Assistance. A. An employee who requests assistance for a drug or alcohol problem will be afforded an opportunity to seek assistance from the Employee Assistance Program or other Agency-recognized assistance program. If the assistance is requested prior to the employee providing a sample pursuant to testing, the employee will not be subject to discharge, unless other circumstances warrant such action.
Voluntary Request for Assistance. An employee may voluntarily enter rehabilitation without a requirement of prior testing. Any employee who does so shall not be disciplined, provided such employee has not been directed to take a test prior to submission to voluntary rehabilitation, but the employee must:
Voluntary Request for Assistance. Employees are encouraged to voluntarily seek treatment, counseling and/or other support and assistance for an alcohol or drug related problem. If such voluntary assistance is sought by the employee before the employee commits rule violations connected with drug/alcohol abuse and/or before the employee is subjected to for cause testing under this policy, there shall be no adverse employment action taken against an employee who voluntarily seeks assistance and successfully completes a substance abuse program. When voluntary assistance is requested under this policy, the employee may use the City’s Employee Assistance Program to obtain referrals, treatment, counseling and other support and all such requests shall be treated as confidential pursuant to the City’s normal procedure in the operation of its Employee Assistance Program. Employees participating in EAP shall comply with the following requirements:
Voluntary Request for Assistance. A member may voluntarily enter treatment without a requirement of prior testing. A member who voluntarily seeks assistance for a substance abuse problem before being required to submit to a reasonable belief test shall not be subject to discipline but the member shall comply with Section 34.12(A)-(E). A voluntary request for assistance may also be sought under Section 17.8, Employee Assistance Program.
Voluntary Request for Assistance. The City shall take no adverse employment action against an employee who voluntarily seeks treatment, through one of the City's health care providers and/or referrals to other recognized or certified programs, for an alcohol or drug related problem, other than that the City may place the employee on leave during treatment. Employees may obtain referrals and treatment or when otherwise unfit for duty in his current assignment. All such requests shall be confidential. When undergoing treatment, or when otherwise unfit for duty in his current assignment, employees shall be allowed to use: 1) accumulated sick leave; and/or 2) paid leave; and/or 3) be placed on unpaid leave pending treatment- and/or 4) transferred to a position for which he is fit. If an employee requires leave time for substance abuse treatment, the employee can request that the purpose of the sick leave not be disclosed to his/her immediate supervisor. The department head or designee shall maintain confidentiality regarding the reason for the leave when advising the supervisor of the employee's time way.
Voluntary Request for Assistance. An Employee may voluntarily come forward to request assistance for treatment, counseling, or other assistance, through an Employee Assistance Program or otherwise, for an alcohol or drug-related problem, and the Employer shall not take disciplinary action against the Employee solely based on this request for assistance, other than reassigning the Employee, placing the Employee on accrued leave, or placing the Employee on leave without pay if unfit for duty in his or her current assignment. The foregoing is expressly conditioned upon:
Voluntary Request for Assistance. The City shall take no adverse employment action against any employee who voluntarily seeks treatment, counseling or other support for an alcohol and/or drug related problem not involving or related to criminal activity, other than the City may require reassignment of the employee with pay if the employee is unfit for duty in his/her current assignment. An employee’s voluntary request for assistance must be made prior to any notification of post‐accident/post‐injury, random or reasonable suspicion testing. Nothing herein shall limit the Employer’s right to seek disciplinary action for misconduct arising out of or relating to the employee’s use of illegal drugs and/or alcohol. The foregoing is conditioned upon:
Voluntary Request for Assistance. The City shall take no adverse employment action against any Employee who voluntarily seeks treatment, counseling or other support for an alcohol or drug related problem (prior to being directed to take an alcohol or drug test), other than the City may require reassignment of the Employee with pay if they are unfit for duty in their current assignment. The foregoing is conditioned upon:
Voluntary Request for Assistance. A. An employee who requests assistance for a drug or alcohol problem will be afforded an opportunity to seek assistance from the Employee Assistance Program or other agency-recognized assistance program within fifteen (15) days from the date the employee notifies Department of Corrections (DOC) Human Resources of the request for assistance. If the assistance is requested prior to the employee providing a sample pursuant to testing, the employee will not be subject to discharge, unless other circumstances warrant such action.
