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

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