Voluntary Identification Clause Samples

Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means if such use or abuse is the direct result of the prescription drugs being lawfully prescribed to and obtained by the employee. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last-chance agreement which will include unannounced testing for a two (2) year period. Because a last- chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last-chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment. Voluntary identification of the use of illicit drugs will subject the employee to termination. The parties agree to a one-time 90-day window for voluntary identification. In the event an employee voluntarily comes forward within the first 90 days after the effective date of this contract, the employee will participate in a mandatory rehabilitation program, the cost of which will be borne by the employee and/or health insurance as appropriate, and will be subject to unscheduled testing for the life of his/her career with the LVMPD as provided in a last-chance agreement. Because the last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the agreement. Failure to meet the provisions of a last-chance agreement will be cause for termination.
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Voluntary Identification. No disciplinary action shall be taken against employees who voluntarily identify themselves as drug users or alcohol abusers, obtain counseling and rehabilitation through the City’s Employee Assistance Program (Phone: ▇▇▇-▇▇▇▇) and thereafter refrain from violating the City’s policy on drug and alcohol abuse. The Employee Assistance Program can give information as to other local alcohol and drug rehabilitation programs. However, to be exempt from such disciplinary action the employee must seek counseling and rehabilitation and notify the City of such counseling prior to being asked to take a drug test.
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Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last- chance agreement, limited only to the issue of a repeated instance of prescription drug abuse, which will include unannounced testing for a two (2) year period. Because a last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last- chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment. Voluntary identification of the use of prohibited drugs will subject the employee to termination.
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Voluntary Identification. 7-1. Upon adoption of this policy any member voluntarily seeking assistance with a possible drug problem shall submit to a drug test in accordance with this policy. If drug test returns positive, this would not count as a first offence as long as the employee completes the EAP program and if deemed necessary, adheres to Section 15-1 (a), second paragraph.
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Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last-chance agreement which will include unannounced testing for a two (2) year period. Because a last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last-chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment.
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Voluntary Identification. Demographics 1. Do you identify as a woman? Yes No Do not wish to disclose 2. Are you an Indigenous person? Yes No Do not wish to disclose 3. Do you identify, by virtue of race Yes No Do not wish to disclose or color to be a visible minority in Canada? 4. Do you have a disability? Yes No Do not wish to disclose 5. Are you a newcomer to Canada? Yes No Do not wish to disclose
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Voluntary Identification. An employee may voluntarily identify himself/herself as an abuser of prescription drugs prior to being identified through other means. Such self-identification may occur through any person in the employee's chain-of-command or an Association representative. Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and/or the appropriate health insurance carrier. The employee will also be subject to the conditions of a last-chance agreement which will include unannounced testing for a two (2) year period. Because a last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the last-chance agreement. A last-chance agreement, as provided herein, will remain in an employee’s personnel file for the duration of his/her employment or re-employment. Voluntary identification of the use of illicit drugs will subject the employee to termination. The parties agree to a one-time 90-day window for voluntary identification. In the event an employee voluntarily comes forward within the first 90 days after the effective date of this contract, the employee will participate in a mandatory rehabilitation program, the cost of which will be borne by the employee and/or health insurance as appropriate, and will be subject to unscheduled testing for the life of his/her career with the LVMPD as provided in a last- chance agreement. Because the last-chance agreement is provided in lieu of a termination, no other discipline will be applied in conjunction with the agreement. Failure to meet the provisions of a last-chance agreement will be cause for termination.
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Related to Voluntary Identification

  • Non-Identification Approved Users agree not to use the requested datasets, either alone or in concert with any other information, to identify or contact individual participants from whom data and/or samples were collected. Approved Users also agree not to generate information (e.g., facial images or comparable representations) that could allow the identities of research participants to be readily ascertained. These provisions do not apply to research investigators operating with specific IRB approval, pursuant to 45 CFR 46, to contact individuals within datasets or to obtain and use identifying information under an 2 The project anniversary date can be found in “My Projects” after logging in to the dbGaP authorized-access portal. IRB-approved research protocol. All investigators including any Approved User conducting “human subjects research” within the scope of 45 CFR 46 must comply with the requirements contained therein.

  • Your Member Identification Card Your BCBSRI member ID card is your key to getting healthcare coverage. It shows your healthcare provider that you’re part of the nation’s most trusted health plan. All BCBSRI members receive ID cards, which provide important information about your coverage. This card is for identification only, and you must show it whenever you receive healthcare services. Please note you must be a current member to receive covered services. Tips for keeping your card safe: • Carry it with you at all times. • Keep it in a safe location, just as you would with a credit card or money. • Let BCBSRI know right away if it is lost or stolen.

  • Customer Identification Unless Elastic has first obtained Customer's prior written consent, Elastic shall not identify Customer as a user of the Products, on its website, through a press release issued by Elastic and in other promotional materials.

  • Personal Identification Number We will issue you a Personal Identification Number (PIN) for use with your Card at VISA NET automatic teller machines (ATM’s). These numbers are issued to you for your security purposes. These numbers are confidential and should not e disclosed to third parties. You are responsible for safekeeping your PIN. You agree not to disclose or otherwise make available your PIN to anyone not authorized to sign on your Accounts. To keep your Account secure, please do not write your PIN on your Card or keep it in the same place as your Card.

  • Employer Identification Number The Administrator shall have and use its own Employer Identification Number for purposes of calculating payroll tax withholdings and providing reports state and federal tax authorities.