Voluntary Treatment. While in voluntary attendance at a full-time treatment program for substance abuse, a regular employee shall on proof of enrolment, be entitled to sick leave with pay to the extent that sick leave credits are available. Article 42.06 – Expiration of Sick Leave Credits shall apply upon expiration of sick leave credits should additional leave be requested.
Voluntary Treatment. While in voluntary attendance at a pre-approved full time treatment program for substance abuse, a regular employee shall on proof of enrollment be entitled to use accrued sick leave.
Voluntary Treatment. An employee may voluntarily enter into a chemical dependency program designed to provide care or treatment to employees in need of rehabilitation. The cost of said programs to the extent such treatment is not covered by the Employer group health insurance package, shall be borne solely by the employee. All information coming from that program shall remain confidential between the employee and the Employer and the rehabilitation agency. While undergoing rehabilitation, the employee shall continue to receive fringe benefits under the contract. The employee may utilize sick leave, Xxxxx Days, and vacation earned while undergoing rehabilitation. The employee must notify the Employer immediately upon entering into the program and the voluntary admission by the employee must not be a result of a criminal or Employer investigation of that employee into the drug and/or alcohol use and/or abuse by the employee. The employee, upon completion of the program, must agree to random testing for a period of twelve (12) months and continue with any recommendations coming from the rehabilitation program as a condition of continued employment. The Employer will agree not to discipline any employee who voluntarily enters into this program for the first time. Any subsequent entrance into the program, whether voluntarily or otherwise, may result in discipline up to and including discharge.
Voluntary Treatment. Xxxxxxx Township encourages all employees who have drug and/or alcohol problems to seek treatment.
Voluntary Treatment. All employees are encouraged to seek help for alcohol and drug related problems. The U.C. provides benefits to employees and their families to aid in the rehabilitation of alcohol and drug problems. Employees who voluntarily admit to alcohol misuse or controlled substances use and seek treatment and: • The admission is not in an effort to avoid testing under this section; • The admission is made prior to performing a safety sensitive function (i.e., prior to reporting to work); and • The employee has not previously tested positive for drug use or previously entered an employee assistance program or alcohol and drug rehabilitation for drug-related problems The U.C. will allow the employee sufficient opportunity to seek evaluation, education, and treatment. However, the employee will not be permitted to perform a safety sensitive function until he or she has successfully completed education or treatment requirements, as well as other requirements stated in this section. The U.C. shall not take adverse action against an employee making a voluntary admission of alcohol misuse or controlled substances use provided that admission is within the guidelines stated above. The employee will be allowed to return to safety sensitive duties only upon successful completion of an educational or treatment program, as determined by a drug and alcohol abuse evaluation expert (i.e., substance abuse professional). Prior to return to safety sensitive duties, the employee shall submit to a return to duty test. The employee shall also be subject to monitoring and non-DOT follow-up testing for a period determined by the drug and alcohol abuse evaluation expert, generally one year. Reference the U.C. Drug-free Workplace Policy for a listing of Assistance and Rehabilitation providers.
Voluntary Treatment. The County strongly encourages persons with drug or alcohol problems to seek immediate treatment. Employees are encouraged to use the Employee Assistance Program, which can provide information on counseling and rehabilitation. If an employee believes he/she has a problem with drugs or alcohol, he/she may seek a leave of absence, in accordance with Grafton County personnel policies or the collective bargaining agreement (if applicable), for the time needed to complete an approved (*) rehabilitation program at his/her own cost, if not covered by health insurance. The employee will not receive a disciplinary penalty of any kind for this decision. However, this does not apply if, prior to requesting a leave of absence, the employee is a) involved in a situation where a possibility exists he/she may be asked to take a test, or b) is informed by the County he/she will be tested, or c) is tested. (*) An “approved” rehabilitation program is one that is conducted by a substance abuse professional. Drug Testing Reasonable Suspicion: Employees will be required to participate in a drug and/or alcohol screening when showing signs that would lead a prudent person to have a reasonable suspicion that there has been a violation of this policy. Only the County Attorney, Nursing Home Administrator, Sheriff, Register of Deeds, Human Services Director, Maintenance Superintendent, Corrections Superintendent, Farm Manager, Human Resources Director, Executive Director or their designees may authorize the test. The person authorizing the test will inform the employee about the facts upon which the suspicion of impairment and the decision to test is based. Employees who are requested to submit to a drug and/or alcohol test will be expected to complete a “Consent / Release” form authorizing an agent of a County-designated facility to perform the test and to release the results to the County. (Sample copies of the “Consent / Release” form is attached.) Refusal to complete and sign a “Consent / Release” and to promptly take a required test as instructed by the employer is insubordination, a violation of this policy, and will result in termination. Pre-employment: Upon being presented with an offer for employment, all applicants must submit to a drug screen within 2 business days following receipt of the offer. If an applicant has a positive test, fails to appear for the test as instructed by the employer or otherwise violates this policy, the offer of employment will be withdrawn and ...
Voluntary Treatment. While in voluntary attendance at a full time treatment program for substance abuse, a regular employee shall on proof of enrolment, be entitled to STIP to the extent that STIP is available. Where STIP is not applicable an employee shall be granted unpaid leave of absence for such attendance.
Voluntary Treatment. A. Where a permanently appointed employee on his/her own behalf, or someone on his/her behalf, voluntarily informs his/her Department Head that he/she is experiencing problems with alcohol or drug use, who has not previously been the subject of a disciplinary penalty following applicable due process procedures, if any, for alcohol or drug use, and has not been involved in any conduct or occurrence which would require the employee to be tested pursuant to this policy, that employee will be afforded the opportunity to participate in an alcohol or drug rehabilitation program rather than being subjected to disciplinary action. Enrollment in an alcohol or drug program in lieu of disciplinary action shall only be available where the employee has never previously tested positive for drug or alcohol use while employed by the County.
Voluntary Treatment. A. If an employee voluntarily enters a rehabilitation program for treatment of their substance abuse dependency, or provides substantiation that they have scheduled an intake assessment or made an appointment with a HCP to address their substance abuse dependency prior to being confronted with reasonable suspicion or other alleged violation of this policy, the employee will not be subject to discipline, provided the employee follows through with the recommendations of their HCP. If an employee voluntarily enters treatment for their substance abuse dependency or schedules an intake assessment or makes an appointment with a HCP to address their substance abuse dependence after being confronted with reasonable suspicion or other violation of this policy, the employee’s action in seeking treatment will be taken into consideration in determining the appropriate level of discipline. Employees will be allowed to obtain treatment for their substance abuse dependency irrespective of whether treatment is sought before or after a violation of this Policy.
Voluntary Treatment. 44 19.14 Leave - Workers’ Compensation . . . . . . . . . . . . . . . . . 44 ARTICLE 20 – LEAVE – SPECIAL . . . . . . . . . . . . . . . . . . . . . 45 20.01 Accumulation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 20.02 Application . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
