Baked Products Foods Group

• The suspended employee enters a rehabilitation program within five (5) calendar days of signing the Last Chance Agreement; • The employee successfully completes the rehabilitation program within the time frame specified by the provider; • The employee presents acceptable proof of the above requirements and the provider’s release to return to work to management within five (5) calendar days of completion of the rehabilitation program; • The employee tests clean and is recommended for return to work by the company physician; • *The employee agrees to additional random testing at Company discretion for a period of one (1) year from re-instatement; AND • The Company has a job opening for which the employee is qualified. * A subsequent positive test will result in immediate termination without recourse. NOTE: Upon recovery, the ADA likely applies. Also, in a union environment please call corporate HR for assistance a Last Chance Agreement and whether or not to mandate the involvement of union representation.

Related Documents

Last Chance Agreement

9.2. Alcohol Abuse/Addiction. The use of illegal drugs is not protected under either the FMLA or the ADA; however alcohol is a legal substance and the addiction to it is classified as a disease. As such, someone suffering from alcohol addiction is entitled to both FMLA and ADA protections. We should view it in the same manner as when an employee lets us know that he needs leave or treatment for any other medical condition In cases of alcohol addiction where the employee is making us aware of the issue before being caught in violation of the drug and alcohol abuse policy, the Last Chance Agreement should not be used . Instead we should treat this as any other type of protected leave, placing the employee on FMLA leave if necessary or engaging in the interactive process if the employee is allowed to work while seeking treatment.

The HRBP is responsible for ensuring the steps below are followed

• Offer to assist the employee in finding and enrolling in a treatment program; • Ensure that there will be no post-treatment random alcohol treatment; • Tell the employee to call Reed Group to set up a claim; and

• Accept the provider’s recommendations on whether an employee can work during treatment or if the employee must be in-house. If the employee must receive in-house treatment, place the employee on Reasonable Accommodation Medical Leave and start FMLA, if applicable. If the health care provider’s guidance is that the employee should work, engage in the interactive process to determine if reasonable accommodations are needed or possible. 9.3. Alcohol Abuse/Addiction: Subsequent violations after treatment or other employees caught in violation of alcohol provisions of Drug and Alcohol Abuse Policy.