ORD-2009-149 - Revision to Personnel Ordinance Article III, Section 11.0 Drug and Alcohol Testing Policy

Browse Search

Orange County Personnel Rules and Regulations Manual Issue Date: 10/21/09 $ making a recommendation and the Manager, Social Services Director or Health Director considers such factors as: (1) The employee's work history, including length of service and any past disciplinary action. (2) The employee's job functions such as FTA or County safety sensitive job functions. (3) The circumstances of the positive test result. b. Pending the County's decision as to disciplinary action, the employee is removed from duty and receives leave with pay for the regularly scheduled work hours. c. If the decision is to dismiss the employee, any such dismissal is handled as provided in Article IX of the Ordinance. An employee who is dismissed is referred to the County's Employee Assistance Program for substance abuse assessment and referral for treatment. d. If the decision is to allow the employee to continue in employment, such employment is contingent on the employee's signed acceptance of the terms of the County's written Return to Duty Agreement. 2. Return to Duty Agreement. a_ The Return to Duty Agreement terms include: (1) The employee's acceptance of mandatory referral through the County's Employee Assistance Program for substance abuse assessment and treatment and the requirement for the approval of a substance abuse professional before return to work. (2) A requirement that the employee have a negative test for drugs and an alcohol test with a result of less that 0.02 prior to return to duty. (3) The employee's agreement to unannounced follow up testing, including at least six tests in the 12 months after return to duty and tests continuing for up to five years. (4) An agreement to comply with the substance abuse treatment plan and to provide reports as to compliance to the Human Resource Department. Page 15