It may be helpful to give the employee general deadlines to meet each of the terms of the last chance agreement to ensure that the employee is progressing towards a return to work and productivity. For example, the employee could be asked to go to rehabilitation as soon as the facility can accommodate him/her, to submit status reports halfway through and after graduation, and to undergo monthly drug or alcohol testing within the first six months of returning to work. An employer may choose, but is not required by the ADA, to offer a "firm choice" or "last chance agreement" to a worker who might otherwise be fired for poor performance or misconduct resulting from alcoholism or drug addiction. Typically, as part of a "business choice" or "last chance agreement," an employer agrees not to legislate the worker in exchange for a worker`s agreement to treat drug addiction, to renounce alcohol or drug use, and to avoid other problems in the workplace. A breach of such an agreement usually justifies dismissal because the worker has not fulfilled the conditions for maintaining employment. Here are some of the conditions that are usually found in last-chance agreements for employees with drug or alcohol problems: the court upheld the ecological balance sheet which expressly required the employee to follow and fulfill all instructions, to fully fulfill his obligations and responsibilities and to be present promptly and regularly. The ACA also provided that the employee would be immediately dismissed if he or she did not meet the conditions of the ALCA; that it is closely monitored and must accept surveillance; That he is expected to show up for work at the scheduled time and be ready for work; and that he complies with all oral and written directives, procedures, instructions and instructions communicated by the administration and / or the hierarchical superior. The Tribunal found that the employer had a legitimate reason to make the worker`s continued employment conditional on the ecological balance. As a general rule, there will be a final part of one of these agreements that will stipulate that the worker must focus on all aspects of the company`s policy and will continue to assert that the employer retains the employer`s right to annul it in the event of a breach of a directive, including those that are not specifically relevant to the previous infringement. . . .