Organizational Alcohol Program

Where did the State of New York and NYSCOPBA's Organizational Alcohol Program originate?

Realizing the threat that alcoholism and alcohol abuse presents to its staff and constituents, the Organizational Alcohol Program (OAP) was jointly negotiated in the Security Services Unit 1995 -1999 contract.

What service does OAP provide?

OAP will provide a confidential, humanistic approach to the overall problems that alcoholism and alcohol abuse present to the all members of NYSCOPBA. It will, in many cases, provide an option to the traditional disciplinary process as it applies to alcohol related offenses, which may occur either on or off duty. Additionally, OAP will provide a series of alcohol training and awareness programs.

How does OAP function?

OAP will be notified by the Bureau of Labor Relations that an alcohol related employee misconduct has occurred. At that time a program notification letter will be sent to the employee explaining the program and asking that they respond back to OAP within 14 days of receipt of the letter. If the employee chooses to reply, an interview will be scheduled. NYSCOPBA will be notified in order to provide union representation during the interview. OAP will make a recommendation to the Bureau of Labor Relations regarding each case. If the employee chooses not to be involved in the Organizational Alcohol program the case will be referred to the Bureau of Labor Relations for necessary action.

What type of incidents will OAP be involved with?

OAP can be involved with most alcohol-related offenses that occur either on or off duty, such as DWI arrest. Each case will be reviewed individually by the Bureau of Labor Relations as to appropriateness of referral to OAP. Requests by NYSCOPBA for referral of disciplinary cases to OAP shall be reviewed by the Bureau of Labor Relations.

Who will benefit from OAP?

OAP will benefit both labor and management alike by providing an effective option to the traditional disciplinary process. OAP will be monetarily effective by curtailing arbitration costs, reducing employee turnover, and improving job performance. More importantly, it will be effective in reaching troubled employees by providing early, caring intervention for alcohol related problems which will prevent job loss, broken families, and possible loss of life.

The information is required by law to be disclosed; There is reasonable belief that the employee's conduct places him or her or another person imminent threat of bodily harm; There is reasonable cause to suspect child abuse has been or will be committed; Requesting in writing by the individual client.