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9. 2 Once a violation of this Policy occurs, subsequent use of a counseling or <br /> rehabilitation program on a voluntary basis will not affect the <br /> determination of appropriate disciplinary action. <br /> 9. 3 An employee's decision to seek assistance or referral from the Emergency <br /> Services Director, or his or her designee, prior to an incident warranting <br /> disciplinary action will not be used as the basis for disciplinary action or <br /> in any disciplinary proceeding. <br /> 9.4 The District has no interest in restricting social drinking outside of <br /> working hours and no intent to intrude upon private or personal lives of <br /> employees. The District is concerned only when the employee's health, job <br /> performance, and safety conditions are adversely affected. <br /> 9 . 5 Upon successful completion of a drug treatment program an employee <br /> may be released to resume work but will be subject to drug testing as <br /> provided for in Section 6 . 1 . <br /> 9 .6 An employee's participation in an alcohol or drug treatment program will <br /> not be made part of any personnel records and will remain confidential <br /> except to the extent necessary to comply with this Policy and to the extent <br /> permitted by law. Medical and insurance records, if any, will be preserved <br /> in the same confidential manner as all other medical records. Treatment <br /> recommendation records and compliance records will be maintained by <br /> the Emergency Services Director, or his or her designee. <br /> 10.0 Employee Education Information <br /> 10. 1 The following crisis information centers will provide information <br /> regarding employee assistance programs (EAP) and local alcohol and drug <br /> rehabilitation programs available to employees: <br /> Bradman/UniPsych Companies <br /> 7777 Davie Road Extension <br /> Suite 302 <br /> Hollywood, Florida 33024 <br /> (800) 272=3626 <br /> (954) 7048686 <br /> 7 <br />