Orange County NC Website
Browse       Search
Suspicion For Drug or Alcohol Use.) <br /> b. In the determining reasonable suspicion, the following process is <br /> followed: <br /> - A supervisor who suspects that an employee is at work under the <br /> influence of drugs or alcohol immediately informs the department <br /> head of this and the specific reasons. <br /> - If the department head is not available or has not received the <br /> necessary training to substantiate reasonable suspicion, a trained <br /> supervisor may serve as the department head's designee. <br /> - The department head immediately contacts the Employee Relations <br /> Officer or Personnel Director. If the Employee Relations Officer or <br /> Personnel Director is not available, another trained Personnel staff <br /> member may assist in process of determining reasonable suspicion. <br /> The department head and the trained personnel representative meet <br /> with the employee involved in order to directly observe the <br /> employee's behavior. <br /> Based on this and review of all the available information, the <br /> department head and personnel representative jointly determine <br /> whether sufficient evidence exists to substantiate reasonable <br /> suspicion of drug or alcohol use and to require a drug and alcohol <br /> test. <br /> The department head and the personnel representative make a <br /> written record of the specific observations leading to the reasonable <br /> suspicion determination and sign it. <br /> The determination of reasonable suspicion requires a trained <br /> supervisor and a trained personnel representative as provided in this <br /> section. <br /> c. The Personnel Department arranges for the reasonable suspicion drug <br /> and/or alcohol test. <br /> d. Following the substantiation of reasonable suspicion, the department <br /> head or designee notifies the employee of the requirement for an <br /> immediate drug and/or alcohol test. If the employee refuses to take the <br /> test, the department head or designee advises the employee that refusal <br /> of testing in this circumstance is considered a positive test result and <br /> may result in dismissal under this Ordinance. <br /> 4 <br />