Cooperation with Policy Administration Sample Clauses

The Cooperation with Policy Administration clause requires parties to actively assist and collaborate with the insurer or policy administrator in managing the insurance policy. This typically involves providing necessary information, responding to requests, and facilitating communication or documentation needed for policy servicing, claims processing, or compliance matters. By mandating cooperation, the clause ensures smooth policy administration and helps prevent delays or disputes that could arise from lack of information or unresponsiveness.
Cooperation with Policy Administration. 11 Employees shall: 12 a. Not interfere with the administration of this Drug and Alcohol 13 Policy. Examples include, but are not limited to, the following: tainting, tampering, or 14 substitution of urine samples; falsifying information regarding the use of prescribed 15 medications or controlled substances; or failure to cooperate with any tests outlined in 16 this policy to determine the presence of drugs or alcohol. 17 b. Provide to Human Resources within twenty-four (24) hours 18 of request a current valid prescription in the employee's name for any drug or 19 medication which the employee alleges gave rise to reasonable suspicion of being 20 under the influence of alcohol or drugs. 21 c. Respond fully and accurately to inquiries from the County’s 22 Medical Review Officer (MRO); authorize MRO contact with treating health care 23 providers upon request. 24 d. Complete any assessments or treatment programs required 25 under this Policy. 26 e. Sign a waiver upon request authorizing treatment providers 27 to disclose confidential information necessary to verify successful completion of any 28 assessment or treatment program required under this Policy. 29 f. Disclose promptly (upon the next working day) and fully to 30 his/her supervisor: 31 i. All drug or alcohol-related arrests, citations, 1 convictions, guilty pleas, no contest pleas or diversions which resulted from conduct 2 which occurred while he or she was on duty, on County property, or in a County vehicle; 3 or 4 ii. Any other violation of laws regulating use of alcohol 5 and controlled substances which adversely affects an employee's ability to perform 6 major job functions, specifically to include loss or limitation of driving privileges when the 7 employee's job is identified as requiring a valid license.
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Cooperation with Policy Administration. Employees shall:
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Cooperation with Policy Administration. Employees shall: a. Not interfere with the administration of this Drug and Alcohol Policy. Examples include, but are not limited to, the following: tainting, tampering, or substitution of urine samples; falsifying information regarding the use of prescribed medications or controlled substances; or failure to cooperate with any tests outlined in this policy to determine the presence of drugs or alcohol. b. Provide to Human Resources within twenty-four (24) hours of request a current valid prescription in the employee's name for any drug or medication which the employee alleges gave rise to reasonable suspicion of being under the influence of alcohol or drugs. c. Respond fully and accurately to inquiries from the County’s Medical Review Officer (MRO); authorize MRO contact with treating health care providers upon request. d. Complete any assessments or treatment programs required under this Policy. e. Sign a waiver upon request authorizing treatment providers to disclose confidential information necessary to verify successful completion of any assessment or treatment program required under this Policy. f. Disclose promptly (upon the next working day) and fully to his/her supervisor: i. All drug or alcohol‑related arrests, citations, convictions, guilty pleas, no contest pleas or diversions which resulted from conduct which occurred while he or she was on duty, on County property, or in a County vehicle; or ii. Any other violation of laws regulating use of alcohol and controlled substances which adversely affects an employee's ability to perform major job functions, specifically to include loss or limitation of driving privileges when the employee's job is identified as requiring a valid license.
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Cooperation with Policy Administration. 17 Employees shall: 18 a. Not interfere with the administration of this Drug and 19 Alcohol Policy. Examples include, but are not limited to, the following: tainting, 20 tampering, or substitution of urine samples; falsifying information regarding the 21 use of prescribed medications or controlled substances; or failure to cooperate 22 with any tests outlined in this policy to determine the presence of drugs or 23 alcohol.
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Cooperation with Policy Administration. 11 Employees shall: 12 a. Not interfere with the administration of this Drug and Alcohol 13 Policy. Examples include, but are not limited to, the following: tainting, tampering, or 14 substitution of urine samples; falsifying information regarding the use of prescribed 15 medications or controlled substances; or failure to cooperate with any tests outlined in 16 this policy to determine the presence of drugs or alcohol. 17 b. Provide to Human Resources within twenty-four (24) hours 18 of request a current valid prescription in the employee's name for any drug or 19 medication which the employee alleges gave rise to reasonable suspicion of being 20 under the influence of alcohol or drugs. 21 c. Respond fully and accurately to inquiries from the County’s 22 Medical Review Officer (MRO); authorize MRO contact with treating health care 25 under this Policy. 26
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Cooperation with Policy Administration. 17 Employees shall:
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Cooperation with Policy Administration. Employees shall: a. Not interfere with the administration of this Drug and Alcohol Policy. Examples include, but are not limited to, the following: tainting, tampering, or substitution of urine samples; falsifying information regarding the use of prescribed medications or controlled substances; or failure to cooperate with any tests outlined in this policy to determine the presence of drugs or alcohol.
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Cooperation with Policy Administration. 17 Employees shall: 18 a. Not interfere with the administration of this Drug and Alcohol 19 Policy. Examples include, but are not limited to, the following: tainting, tampering, or 20 substitution of urine samples; falsifying information regarding the use of prescribed 21 medications or controlled substances; or failure to cooperate with any tests outlined in 22 this policy to determine the presence of drugs or alcohol. 23 b. Provide to Human Resources within twenty-four (24) hours of 24 request a current, valid prescription in the employee's name for any drug or medication 25 which the employee alleges gave rise to reasonable suspicion of being under the 26 influence of alcohol or drugs. 27 c. Respond fully and accurately to inquiries from the County’s 28 Medical Review Officer (MRO); authorize MRO contact with treating health care providers 29 upon request. 30 d. Complete any assessments or treatment programs required 31 under this Policy. 1 e. Sign a waiver upon request authorizing treatment providers to 2 disclose confidential information necessary to verify successful completion of any 3 assessment or treatment program required under this Policy. 4 f. Disclose promptly (upon the next working day) and fully to 5 their manager:
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Related to Cooperation with Policy Administration

  • PAY ADMINISTRATION 49.01 An employee is entitled to be paid for services rendered at the pay specified in Appendix “A” for the classification of the position to which the employee is appointed. 49.02 No payment or notification shall be made for one ($1.00) or less. 49.03 A service pay increase of two point two five percent (2.25%) will be paid to an employee once every year on the anniversary date of hiring or promotion. This increase is based on the employee’s performance appraisal. No increase within the pay range will be given for an appraisal that is less than satisfactory. In the absence of an appraisal, performance shall be deemed satisfactory. 49.04 When an employee is required by the Employer to substantially perform the duties of a higher classification level in an acting capacity and performs those duties for at least fifteen (15) days, he shall be paid action pay calculated from the date on which he commenced to act as if he had been appointed to that higher classification level for the period in which he acts. 49.05 A reclassification is a change in the level of a position resulting from a review or audit. 49.06 If a position is reclassified to a level having a higher attainable maximum rate of pay, the rate of pay shall be determined by applying the promotion or transfer rules unless specified otherwise in the collective agreement or pay plan. 49.07 If a position is reclassified to a level having a lower attainable maximum rate of pay, the employee shall retain the rates of pay of the former level until the maximum of the new level reaches the salary being paid to the employee. Meanwhile, the economic increase mentioned in Appendix “A” will be paid to the employee in a lump-sum. 49.08 When an employee occupies a position, identified by the Gallery as bilingual, and the employee meets the language requirements, as confirmed by a second language examination, he/she shall receive a bilingual bonus of $800.00 per annum. In order to be eligible for the bonus, the employee must have received a salary for at least ten days in the month. The Bilingual Bonus paid to part-time employees shall be pro-rated. 49.09 Where the rates of pay set forth in Appendix “A” of this Agreement have an effective date prior to the date of the singing of this Agreement, the retroactive period shall apply to employees, former employees or in the case of death, the estate of former employees who were members of the bargaining unit identified in Article 2 of this Agreement during the retroactive period. 49.10 In order for former employees or, in the case of death, for the estate of the former employee to receive payment in accordance with the above, the Employer shall notify, by registered mail, such individuals at their last known address that they have thirty (30) days from the date of receipt of the registered letter to request in writing such payment, after which time any obligation upon the Employer to provide payment ceases.

  • Program Administration An activity relating to the general management, oversight and coordination of community development programs. Costs directly related to carrying out eligible activities are not included.