Self-Identification. An employee who believes or suspects that he may have a problem with controlled substance use and/or alcohol misuse may voluntarily identify themselves to the County Personnel Department's Controlled Substance and Alcohol Coordinator (CSAC) or CSAC's designee. The CSAC or CSAC's designee shall refer the employee to the County Employee Assistance Program (EAP) for evaluation by a Substance Abuse Professional (SAP).
Self-Identification. The parties encourage voluntary disclosure by an employee of substance use (legal or illegal drugs or alcohol) that would impair them from performing safety sensitive duties.
Self-Identification. Persons or entities who believe that they are Class Members may contact Class Counsel or the Settlement Notice Administrator or complete and file a Frame Replacement Reimbursement Claim Form and provide necessary documentation indicating that they wish to be eligible for the relief provided in this Settlement Agreement.
Self-Identification. 30 Both the Employer and the Union will encourage employees to seek professional 31 assistance whenever necessary. An employee who voluntarily discloses a problem 32 with use of a controlled substance or alcohol abuse shall not be disciplined for such 33 disclosure, provided the employee discloses the problem prior to being subject to 34 testing under the Act, i.e. (a) has not been selected for random testing, (b) is not in 35 the process of complying with post-accident testing, (c) is not currently being required 36 to submit to reasonable suspicion testing, (d) is not undergoing pre-employment 37 testing for re-placement into the pool, etc. The employee shall be referred to a 38 Substance Abuse Professional (SAP). Employee absences will be covered by 39 available leave credits, or a medical leave of absence in accordance with Article 16, 40 Leaves of Absence, of this Agreement.
Self-Identification. Employees who believe they have a substance abuse problem are encouraged to self-identify or voluntarily refer themselves to the Employee Assistance Program (E.A.P.), or seek other treatment options. To this end, employees who voluntarily request assistance or self-identify, before discipline is pending or imposed pursuant to this Agreement, will not be subject to discipline because of the self-identification. However, an employee may not avoid disciplinary consequences by taking such action after receiving notice of a directive for reasonable suspicion testing. In addition, self-identification or referral will not preclude the Board from disciplining an employee for misconduct, which would otherwise constitute grounds for discipline.
Self-Identification. 12 Both the Employer and the Union will encourage employees to seek professional 13 assistance whenever necessary. An employee who voluntarily discloses a problem 14 with use of a controlled substance or alcohol abuse shall not be disciplined for 15 such disclosure, provided the employee discloses the problem prior to being 16 subject to testing under the Act, i.e. (a) has not been selected for random testing, 17 (b) is not in the process of complying with post-accident testing, (c) is not currently 18 being required to submit to reasonable suspicion testing, (d) is not undergoing pre- 20 referred to a Substance Abuse Professional (SAP). Employee absences will be 21 covered by available leave credits, or a medical leave of absence in accordance 22 with Article 16, Leaves of Absence, of this Agreement.
Self-Identification. Employees are encouraged to voluntarily disclose the excessive use of alcohol and/or illegal drugs before being confronted, tested or otherwise involved in drug and/or alcohol related discipline or proceedings. An individual who does so may be granted time off for treatment, rehabilitation, or counseling. Employees who voluntarily disclose the excessive use of alcohol and/or illegal drugs before being confronted, tested or otherwise involved in drug and/or alcohol related discipline or proceedings will not be discriminated against because of this disclosure nor will the information which is disclosed be used as the sole basis for discipline.
Self-Identification. 111. Because current owners, purchasers and lessees are required to have the Recall repair performed on their Subject Vehicle prior to receiving any settlement payment under the Settlement, and because the vehicle registration records to be provided by third party data aggregator(s) may not be fully accurate in all respects and may not identify every Class Member eligible to receive a payment under the Agreement, Class Members must complete and file a Settlement Claim Form (using the Settlement Claim Form attached as Exhibit 9) and provide necessary documentation identified in the Settlement Claim Form by the established deadline indicating that they wish to and are eligible to receive a payment pursuant to Section II.A.
Self-Identification. (a) The Employer encourages any Employee who may be experiencing alcohol or other drug-relates issues to raise the matter through self-identification with an appropriate person on a confidential basis.
Self-Identification. Both the Employer and the Union will encourage employees to seek professional assistance whenever necessary. An employee who voluntarily discloses a problem with use of a controlled substance or alcohol abuse shall not be disciplined for such disclosure, provided the employee discloses the problem prior to being subject to testing under the Act, i.e. (a) has not been selected for random testing, (b) is not in the process of complying with post-accident testing, (c) is not currently being required to submit to reasonable suspicion testing, (d) is not undergoing pre- employment testing for re-placement into the pool, etc. The employee shall be referred to a Substance Abuse Professional (SAP). Employee absences will be covered by available leave credits, or a medical leave of absence in accordance with Article 16, Leaves of Absence, of this Agreement.
