Agenda - 04-01-2003-10a - Laserfiche WebLink

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10 Attachment e. In no case, should the post-accident testing requirement delay medical attention for persons injured in the accident. 11.5.4 Pre-Employment a. After the offer for employment is made for a position covered under this policy, the final candidate is required to undergo a drug test prior to beginning work in the position. A positive test result or refusal to submit to the drug test will result in disqualification for employment. b. An applicant who refuses to submit to a drug test will not be considered for employment for a two year period following the refusal. c. An applicant who does not pass a drug test as required will not be considered for employment for atwo-year period following the date of the test and then will be considered only when the applicant provides documentation that he or she has successfully completed a drug treatment program and the applicant passes a pre-employment drug test. d. For any covered permanent position, the Personnel Department arranges for the pre-employment drug test and notifies the candidate and the department head of the result. For any covered temporary appointment, the department is responsible for contacting the Personnel Department to arrange the drug test. e. In addition to pre-employment drug testing, the County may obtain and review information from any past employer within the previous two years as to any positive test or refusal of a test. Any such positive test or refusal to test is treated as in Item 11.5.4c above. f. An applicant who fails to provide written consent for the County to obtain information from past employers will not be considered for employment. 11.5.5 Return-to-Duty and Follow-Up Testing a. An employee ' who is allowed to return-to- duty following referral, evaluation and release to return to duty ar~d-tint from a substance abuse professional is required to submit to a drug and/or alcohol test prior to daties return to duty.