ORD-2003-036 - Personnel Ordinance Revision - Drug and Alcohol Testing

Browse Search

12 Attachment 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. 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. 11.6.2 Return to Duty Agreement The Return to Duty Agreement terms include: • 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. • 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. • 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. • An agreement to comply with the substance abuse treatment plan and to provide reports as to compliance to the Personnel Department. • The employee's acknowledgement that he or she will be dismissed from County employment if he or she fails to comply with the terms of the Return to Duty Agreement or has a positive drug test or an alcohol test with a result of 0.02 or greater. • A date by which the employee must meet the requirements for substance abuse assessment and negative return to duty test or he or she will be dismissed. During the period after the decision to allow the employee to continue employment and the employee's completing the specific steps necessary to return to duty, the employee is on