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Orange County Personnel Rules and Regulations Manual Issue Date: 10/21/09 2 <br />and underpants, and to turn around to permit the observer to <br />determine if you have any _type of prosthetic or other device that <br />could be used to interfere with the collection process: <br />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 />specified under DOT ag ncy regulations for a violation of those DOT <br />agency regulations. <br />When an employee refuses to participate in the part 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 prover manner then immediate) not <br />otify <br />the DER by any means (e.g., telephone or secure fax machine) that ensures <br />that the refusal notification is immediately received. As a referral physician <br />(e.g., physician evaluating a "shy bladder" condition or a claim of a legitimate <br />imate <br />medical explanation 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 a non -DOT test or to sign 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 a non -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 Couny 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. Lo below, "Determining Reasonable <br />Suspicion for Drug and Alcohol Use." <br />Page 9 <br />