Last Chance Memorandum Of Agreement Sample (Page 2 of 4) in pdf

SAMPLE

an appropriate rehabilitation program he is required to meet with [EAP

REPRESENTATIVE/DIRECTOR OF PSYCHOLOGICAL HEALTH] and

go over the treatment he is currently receiving.

(iii) While the Employee is in compliance with this Agreement, the original

decision noted in para. 1a, above, is placed in abeyance for 12 months

beginning on 26 August 2009. The Agency will not act to remove the

Employee while he is in compliance with this Agreement and the original

decision letter is held in abeyance.

(iv) Within 24 hours of signing this Agreement, the Employee will initiate

contact with [EAP REPRESENTATIVE/DIRECTOR OF

PSYCHOLOGICAL HEALTH], in order to initiate and place in effect the

terms and conditions of this Agreement.

(v) After meeting with the Agency’s Director of Psychological Health, the

Employee will participate in a rehabilitative program. Failure to keep

appointments in this rehabilitative program or to make meaningful progress in

the rehabilitative program – as determined by the program management, or to

improve your workplace conduct will authorize management to immediately

effect the Employee’s removal from federal employment under the terms of

the original decision letter. If the Agency’s Director of Psychological Health

determines that there is not any problem that requires treatment or

accommodation, this agreement will be null and void, and the penalty

established in the original decision will be imposed.

(vi) The Employee is required to request annual leave or sick leave in full

compliance with all existing procedures required by the Labor-Management

Agreement and current leave policies of the Idaho National Guard and the

[SPECIFIC ASSIGNED]. Failure to properly comply with leave procedures

will authorize management to immediately effect your removal from federal

employment as determined in the original decision letter.

(vii) During the twelve (12) month abeyance, the Employee will maintain all

required work-related standards, including all required attendance and

productivity practices deemed acceptable by management. Performance

Failure under TPR 430, misconduct or inappropriate behavior under TPR 752,

or any other actions or omissions that could result in adverse personnel action

under TPR 715, can and may be viewed as the Employee’s failure to comply

with the requirements of this Agreement.

(viii) As a basic and necessary condition of this Agreement, the Employee

must remain actively enrolled in a rehabilitation program during the entire

course of the twelve (12) month abeyance period, unless at some earlier point

he is evaluated as having successfully completed this program and is

discharged there from by proper authority. While enrolled in an approved

Last Chance Memorandum Of Agreement Sample Page 2