TABLE OF CONTENTS Article Subject Page 1 Preamble and ...

in which a bargaining unit employee's work performance, attendance, or conduct fails to meetminimum standards, or instances in which the employee's pattern of performance appears to bedeteriorating. If the Employer reasonably believes that the employee's deficiencies are related toalcohol, drug, or personal problems, the Employee Assistance Program office may be consultedfor advice and recommendations. The Employer then will conduct an interview with theemployee which focuses on noted deficiencies in attendance, performance, or conduct, and willadvise the employee of the existence of the Employee Assistance Program. This interview willemphasize work deficiencies, and no attempt will be made to diagnose the personal or healthproblems of the employee. If the employee voluntarily acknowledges a personal or healthproblem which is adversely affecting work performance and requests the services of the EmployeeAssistance Program, the Employer will refer the employee, and will advise him/her that the Unionis available to assist the employee in this effort. The employee shall be granted Unionrepresentation at the initial counseling session upon request.Section 7. If the employee declines to participate in the Employee Assistance Program, andperformance, attendance or conduct deficiencies continue, the supervisor will advise the employeethat he/she has a choice of either entering the Employee Assistance Program and seekingassistance, or accepting the consequences of disciplinary or adverse action for continuingdeficiencies.Section 8. If the employee enters the Employee Assistance Program, counseling, referral, andrehabilitation assistance will be provided in accordance with applicable regulations. The initialcounseling session with a designated Employee Assistance Program representative shall beconducted on official duty time. The employee may be granted sick leave, annual leave, or leavewithout pay for any subsequent medical treatment and rehabilitation under the EmployeeAssistance Program.Section 9. Initiation of disciplinary and adverse actions for performance, attendance, or conductdeficiencies related to alcohol or other drug abuse will be postponed for ninety (90) consecutivecalendar days only for employees who enroll in and satisfactorily progress in the EmployeeAssistance Program, unless retention in a duty status might result in damage to Governmentproperty or personal injury to the employee or others. Information pertaining to the employee'senrollment and progress in the program can be obtained only with the employee's consent.Suspension of disciplinary or adverse actions for ninety (90) days will apply only to employeeswho have a signed consent form (DA Form 5017-R) on file. If the employee refuses rehabilitationassistance, or upon completion of the ninety (90) day period fails to achieve satisfactoryperformance, attendance, or conduct, appropriate adverse action may be taken. Previouslyinitiated adverse actions in which the final decision letter has not been issued to the employee willbe postponed upon the employee's enrollment in the Employee Assistance Program, provided theemployee has not previously refused rehabilitation assistance. Such adverse action may becontinued if, at the end of the ninety (90) consecutive calendar days rehabilitation period, jobperformance, attendance, or conduct is unsatisfactory, or if at any time during the ninety (90) dayrehabilitation period the employee refuses such assistance. Once an adverse action has been58