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13 <br />Attachment <br />• The employee's acknowledgement that he or she will be <br />dismissed from County employment if he or she fails to <br />comply with the terms of the Return to Duty Agreement or <br />has a positive drug test or an alcohol test with a result of <br />0.02 or greater. <br />• A date by which the employee must meet the requirements <br />for substance abuse assessment and negative return to <br />duty test or he or she will be dismissed. <br />During the period after the decision to allow the employee to <br />continue employment and the employee's completing the <br />specific steps necessary to return to duty, the employee is on <br />leave without pay. If he or she has earned, unused Vacation <br />Leave, Sick Leave or Personal Leave Days, such time may be <br />used in lieu of leave without pay. <br />11.6.3 Substance Abuse Assessment and Treatment <br />In the instance of a positive drug or alcohol test, the County <br />makes a mandatory referral through the County's Employee <br />Assistance Program to a substance abuse professional for <br />substance abuse assessment and treatment. The substance <br />abuse professional assesses the employee's level of substance <br />abuse and makes a referral for treatment if appropriate. <br />When a referral for treatment is made, the employee must <br />participate in the treatment as recommended. The employee pays <br />fGr -the cost of treatment. The employee signs a release form to <br />insure information on attendance at the EAP and subsequent <br />treatment is provided to the County. Failure to sign the appropriate <br />releases constitutes failure to participate in treatment and may <br />result in dismissal. The employee may use earned Sick Leave, <br />Vacation Leave, Leave Without Pay, or any combination during the <br />treatment period. <br />- <br />- <br />i:a <br />.. <br />.. <br />- <br />