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Orange County Personnel Rules and Regulations Manual Issue Date: 10/21/09 17 <br />c. An applicant who does not pass a drug test as required will not be <br />considered for employment for a two -year period following the date of <br />the test and then will be considered only when the applicant provides <br />documentation that he or she has successfully completed a drug <br />treatment program and the applicant passes a pre - employment drug test. <br />d. For any covered permanent position, the Human Resource Department <br />arranges for the pre - employment drug test and notifies the candidate <br />and the department head of the result. For any covered temporary <br />appointment, the department is responsible for contacting the Human <br />Resource Department to arrange the drug test. <br />e. In addition to pre - employment drug testing, the County may obtain and <br />review information from any past employer within the previous two <br />years as to any positive test or refusal of a test. Any such positive test <br />or refusal to test is treated as in Item c above. <br />f. An applicant who fails to provide written consent for the County to <br />obtain information from past employers will not be considered for <br />employment. <br />5. Return-to -Duty and Follow -Up Testing <br />a. An employee who is allowed to return -to -duty following referral, <br />evaluation and release to return to duty from a substance abuse <br />professional is required to submit to a drug and/or alcohol test prior to <br />return to duty. <br />b. An employee returning to duty following a positive alcohol or drug test <br />result and following referral and evaluation by a substance abuse <br />professional is subject to a minimum of six unannounced alcohol and <br />drug tests during the next 12 months of employment. Follow -up testing <br />may continue for up to five years following return -to -duty. <br />H. Positive Test Results <br />1. Disciplinary Action <br />a. If an employee tests positive for drugs or alcohol (Breath Alcohol <br />Test results indicate a 0:04 or greater concentration of alcohol in the <br />employee's system), the employee is subject to disciplinary action, <br />including dismissal at the discretion of the Manager or, in the case of <br />a Social Services or Health Department employee, the Social <br />Services Director or Health Director respectively. In reaching a <br />decision as to appropriate disciplinary action, the department head <br />Page 14 <br />