Agenda - 10-20-2009 - 6g - Laserfiche WebLink

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Orange County Personnel Rules and Regulations Manual Issue Date: 10/21/09 $ 13. Refusal to Submit to Testing An em~loyee or applicant who in accordance with these Administrative Rules and Regulations refuses to submit to, or fails to supply the necessary sample to conduct an alcohol or drug test when testin ig s required by these Administrative Rules and Regulations. 14. Revenue Service Vehicle: A vehicle used to transport passengers as part of a revenue-producing service. 15. Return to Duty Agreement: A written agreement required as a condition of continued employment for an employee who has a positive drug or alcohol test result prior to return to work, if he or she is not dismissed from Orange County employment. 16. Substance Abuse Professional: A licensed or certified physician, psychologist, social worker, employee assistance professional or addiction counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission or by the International Certification Reciprocity Consortium on Alcohol and other Drug Abuse. The Substance Abuse professional also must have clinical experience in the diagnosis and treatment of alcohol and drug-related disorders. C. Covered Employees. All employees are subject to drug and alcohol testing as provided in this policy, as a condition of employment, except that employees in the Sheriff s Department, covered under separate policy, and employees reporting to the Register of Deeds who are covered as the Register of Deeds voluntarily elects to cover them. Any employee who may have a problem with alcohol or drug abuse is encouraged to seek professional assistance. The County's Employee Assistance Program is available for confidential counseling, substance abuse assessment and treatment referral. D. Types of Drug and Alcohol Testing 1. Reasonable Suspicion Testing -Required when trained personnel observe behavior on the job which is characteristic of alcohol or drug misuse. 2. Random Testing -Required on a random, unannounced basis just before, during, or just after the performance of covered duties. Random selections are made using a scientific, automated random sampling technique. 3. Pre-employment Testing -Required after an offer to hire, but prior to beginning work in the covered position. Also required when an employee transfers to a position involving covered duties or when an employee in a covered position has been on leave for 90 days or more and returns to duty. Pre-employment testing involves drug testing only. Alcohol testing is not included as part of the pre-employment testing process. Page 5