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

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• No longer would provide for dismissal as the only option in the case of a positive drug or alcohol test result. The draft revised policy provides for the following: • The same handling for a positive alcohol test as for a positive drug test. • In the case of a positive drug or alcohol test, the employee is subject to disciplinary action, including dismissal at the discretion of the Manager, or in the case of a Social Services or Health Department employee, the Social Services or Health Director respectively. The decision as to the appropriate action includes consideration of such factors as: / The employee's past work history, including length of service and any past disciplinary action. / The employee's job functions such as safety sensitive functions. / The circumstances of the positive test result. • If the decision is to allow the employee to continue in employment, such employment is contingent on the employee's acceptance of the terms of the County's Return to Duty Agreement, including such conditions as: / The employee's acceptance of referral for substance abuse assessment and treatment. / The employee's agreement to comply with the substance abuse treatment plan and to provide reports as to compliance. / The employee's agreement to unannounced follow up drug and alcohol testing and the employee's acknowledgement that he or she will be dismissed from employment if he or she has a follow up positive drug test or alcohol test with a result of .02 or greater. / Requirement for a negative test for drugs and an alcohol test with a result of less than 0.02 prior to retum to duty. Federal Regulations Update The revised draft policy also includes detail and wording changes to reflect updated Federal regulations that cover certain employees performing transportation related functions. The State DOT drug and alcohol testing representative has reviewed the policy and advised that it complies with State and Federal requirements. FINANCIAL IMPACT: The financial impact is the cost of additional drug and alcohol tests needed in a retu~m to duty situation. For one employee in a return to duty situation over a year this would be about $800 to $1,000. Funds are available in the approved budget for 2002-03. RECOMMENDATION(S): The Manager recommends that the Board receive the report, discuss the draft policy as desired and provide direction to staff. If the Board wishes to proceed with adopting the draft policy, the Manager recommends the Board do so with an April 1, 2003 effective date.