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6 <br />Attachment <br />c. County employee who transfers into a position covered by the <br />pre- employment drug testing requirements of this Ordinance. <br />11.3.4 Post Accident - Conducted on any County employee, permanent or <br />temporary, when conditions for post- accident testing are met as <br />provided in Section 11.2.4. <br />11.3.5 Return -to -Duty - Conducted on any County employee, permanent <br />or temporary, prior to returning to the p ^FFnanG^ Of 9Fed <br />dies duty when the employee has had a confirmed positive <br />alcohol or verified positive drug test. <br />11.3.6 Follow -Up - Conducted on any County employee who has been <br />identified by a substance abuse professional as needing assistance <br />in resolving problems with alcohol or drug misuse and who has <br />returned to duty. <br />11.3.7 Designation of Covered Positions - The County maintains a list of <br />positions covered by Random and Pre - Employment Testing, as <br />specified in this Ordinance. <br />11.3.8 Sheriff s Department Positions - Positions in the Orange County <br />Sheriff's Department are not covered by the drug and alcohol <br />testing provisions of this Ordinance. The Sheriff maintains a <br />separate drug and alcohol testing policy in conformance with the <br />requirements of the North Carolina Criminal Justice Commission. <br />11.4 Refusal to Take the Drug or Alcohol Test <br />An employee or applicant who refuses to submit to, or fails to supply the <br />necessary sample to conduct an alcohol or drug test when testing is <br />required by this Ordinance will be considered to have refused to test and <br />will be subject to the same consequences as having a positive test. a <br />positive test Fes lt. <br />11.5 Conditions for Testing <br />11.5.1 Reasonable Suspicion <br />a. The County requires an employee to undergo reasonable <br />suspicion testing for drags and /or alcohol when trained personnel <br />substantiate that employee is exhibiting behavior at work which <br />suggests reasonable suspicion that the employee is at work <br />under the influence of drugs or alcohol. (See Appendix B <br />Guidelines For Determining, Reasonable Suspicion For Drug or <br />Alcohol Use.) <br />