Orange County NC Website
Browse       Search
Orange County Personnel Rules and Regulations Manual Issue Date: 10/21/09 ~ 2 <br />and undemants and to turn around to permit the observer to <br />determine if you have any type of.~rosthetic or other device that <br />could be used to interfere with the collection process; <br />j. Possesses or wears a prosthetic or other device that could be used <br />to interfere with the collection process; <br />k. _Admits to the collector or MRO that they adulterated or substituted <br />the specimen; <br />If the MRO reports that the employee has a verified adulterated or <br />substituted test result; <br />An employee who refuses to take a drug test, incurs the consequences <br />~ecified under DOT agencyregulations for a violation of those DOT <br />agency re ations. <br />4. When an em~loyee refuses to participate in the Bart of the testing_process the <br />Collector or the MRO must terminate the testing_process, document the <br />refusal on the proper forms and in the proper manner then immediately notify <br />the DER by any means e ~ telephone or secure fax machine) that ensures <br />that the refusal notification is immediately received. As a referral physician <br />~e ~ physician evaluating a "shy bladder" condition or a claim of a legitimate <br />medical e~lanation in a validity testing situation you must notify the MRO, <br />who in turn will notify the DER. <br />5. An employee who refuses to take anon-DOT test or to sib a non-DOT <br />form has not refused to take a DOT test; but does constitute a refusal under <br />these Administrative Rules and Regulations. There are no consequences <br />under DOT agency regulations for refusing to take anon-DOT test. <br />6. An Employee who refuses to submit to a drug or alcohol test will be subject <br />to immediate dismissal under the Orange Count~Personnel Ordinance. <br />G. Conditions for Testing <br />1. Reasonable Suspicion - <br />a. The County requires an employee undergo reasonable suspicion testing <br />for drugs and/or alcohol when trained personnel substantiate that <br />employee is exhibiting behavior at work which suggests reasonable <br />suspicion that the employee is at work under the influence of drugs <br />and alcohol. See Section G.l.o below, "Determining Reasonable <br />Suspicion for Drug and Alcohol Use." <br />Page 9 <br />