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Orange County Personnel Rules and Regulations Manual Issue Date: 10/21/09 14 <br />e. The Human Resource Department arranges for the reasonable suspicion <br />drug and/or alcohol test. If the need for the test arises outside of <br />County business hours, the department head may contact the Human <br />Resource representative and obtain information on testing arrangements <br />by calling the County 9 -1 -1 Center. <br />f. Following the substantiation of reasonable suspicion, the department <br />director or designee notifies the employee of the requirement for an <br />immediate drug and/or alcohol test. If the employee refuses to take the <br />test, the .department head or designee advises the employee that refusal <br />of testing in this circumstance has the same consequence as a positive <br />test result and that the employee will be subject to disciplinary action, <br />including dismissal under the Orange County Personnel Ordinance. <br />g. The supervisor or other County official escorts the employee to the <br />testing location. From the time reasonable suspicion is determined, the <br />employee is removed from duty and observed to assure that he or she <br />does not ingest anything or attempt to acquire "clean" urine from <br />another person. <br />h. After the testing is completed, the supervisor or County official <br />escorting the employee to the testing location should use every <br />reasonable means to assure the employee reaches home safely. <br />i. A reasonable suspicion alcohol test should be administered within two <br />hours and may not be administered later than eight hours following the <br />reasonable suspicion determination. If the test is not administered <br />within two hours and also if is not administered within eight hours, the <br />supervisor must document and submit to the Human Resource <br />Department the reasons for not administering the test. <br />j. A reasonable suspicion drug test must be administered no later than 32 <br />hours following the reasonable suspicion determination. If the test is <br />not administered within 32 hours, the supervisor must document and <br />submit to the Human Resource Department the reasons for not <br />administering the test. <br />k. While awaiting results of a reasonable suspicion drug test, a permanent <br />employee is placed on leave with pay for the regularly scheduled work <br />hours. (A temporary employee is not paid for the missed work time.) <br />1. Examples of Indicators Consistent with Alcohol and Drug Use. The <br />following indicators comprise a representative, but not exclusive list of <br />factors which may be the basis for substantiating the reasonable <br />suspicion of alcohol or drug use. <br />Page 11 <br />