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14 <br />Attachment <br />11.6.4 Reemployment <br />An employee who has a positive drug or alcohol test and is <br />dismissed will may be considered for re- employment far - a two <br />1 fellaw"Fig the date of the Ye test. The empleyee <br />with documentation of <br />successful completion of a drug or alcohol abuse treatment <br />program, and upon the successful completion of a pre - employment <br />drug test. <br />11.7 Alcohol Test Results between 0.02 and 0.04 <br />11.7.1 An employee who is tested and found to have an alcohol <br />concentration of 0.02 or greater but less than 0.04, must not perform <br />any covered duties for the next 24 hours. The employee must <br />leave the workplace (not in a County vehicle) and must not report <br />back to work until the end of the 24 hour period. The employee <br />may use earned Vacation Leave or leave without pay to cover any <br />missed work time. <br />11.7.2 An employee who receives test results between 0.02 and 0.04 is <br />counseled about the requirement of reporting to work without the <br />presence of alcohol in his or her system. <br />11.7.3 An employee who is tested and found to have an alcohol <br />concentration of 0.02 but less than 0.04 and who has previously <br />had an alcohol test result between 0.02 and 0.04 fes °tea <br />is subject to disciplinary action, including <br />dismissal, in accordance with this Ordinance. On any third <br />occurrence of a test result between 0.02 and 0.04, the employee is <br />dismissed, in accordance with this Ordinance. <br />11.8 Special Drug Test Results <br />11.8.1 An adulterated or substituted specimen is considered a refusal <br />to test. <br />- <br />11.8.2A negative, dilute specimen is a negative drug test but <br />requires a retest before return to duty..Only one retest may le <br />performed. A second negative, dilute specimen is considered <br />a negative drug test. <br />