Common use of EMPLOYEE RIGHTS AND RESPONSIBILITIES Clause in Contracts

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep all testing results confidential. If at any point the results of the testing procedures specified in the Drug & Alcohol Testing Processes section of this are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employee, who voluntarily seeks assistance concerning a drug or alcohol problem, prior to reasonable suspicion, shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing or is resulting in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is not required to disclose to their supervisor the name of the medication or the reason that the employee has been prescribed the medication. If the prescription medication use could cause productivity or safety problems, a supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Drug & Section 25.4 (Drug/Alcohol Testing Processes section Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued PTO, vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Drug & Section 22.4 (Drug/Alcohol Testing Processes section Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer County and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor Supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor Supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor Supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Drug & Section 22.4 (Drug/Alcohol Testing Processes section Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer County and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix E to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her hertheir job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor Supervisor of his/her hertheir inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor Supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor Supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Drug & Alcohol Testing Processes section of this are is negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employee, who voluntarily seeks assistance concerning a drug or alcohol problem, prior to reasonable suspicion, shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor that they are taking such medication according to the advice of a physician. The employee shall inform Such employees are responsible for informing their supervisor how long the adverse side effects may affect the employee but the employee is not required to disclose to their supervisor the name of the medication or possible effects of the reason that the employee has been prescribed the medicationdrug and their performance and expected duration of its use. If the prescription medication drug use could cause productivity or safety problems, a supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Drug & Section 24.4 (Drug/Alcohol Testing Processes section Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix B to this Agreement), vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor Supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor Supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor Supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the (Drug & Alcohol Testing Processes section Processes) of this Appendix are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor Supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor Supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor Supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Drug & Alcohol Testing Processes section of this are is negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employee, who voluntarily seeks assistance concerning a drug or alcohol problem, prior to reasonable suspicion, shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor Supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor Supervisor that they are taking such medication according to the advice of a physician. The employee shall inform Such employees are responsible for informing their supervisor how long the adverse side effects may affect the employee but the employee is not required to disclose to their supervisor the name Supervisor of the medication or possible effects of the reason that the employee has been prescribed the medicationdrug and their performance and expected duration of its use. If the prescription medication drug use could cause productivity or safety problems, a supervisor Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Section 24.4 (Drug & Alcohol Testing Processes section Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may use available sick leave, floating holiday, accrued vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.

EMPLOYEE RIGHTS AND RESPONSIBILITIES. The County will keep confidential all testing results confidentialresults. If at any point the results of the testing procedures specified in the Section 23.4 (Drug & Alcohol Testing Processes section Processes) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department. An employeePrior to participating in the mandatory testing process, employees who voluntarily seeks seek assistance concerning a drug or alcohol problem, prior to reasonable suspicion, problem shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Exhibit “E” to this Agreement) vacation or comp time for counseling and treatment. An employee not designated "on-call" and requested to report to work shall inform their supervisor Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s supervisor Supervisor of his/her inability to work. All employees who must use a prescription drug medication that is causing causes or is resulting results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their supervisor Supervisor that they are taking such medication according to the advice of a physician. The employee shall inform their supervisor how long the adverse side effects may affect the employee but the employee is Employees are not required to disclose to notify their supervisor Supervisor of the name of the medication, only that they are taking a medication or the reason that the employee has been prescribed the medicationcauses adverse side effects. If the prescription medication drug use could cause productivity or safety problems, a supervisor Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available. Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.