Agenda - 10-21-2002 - 5 - Laserfiche WebLink

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3 substance abuse counselor's approval) and return to duty testing, the employee may be allowed to return to work in covered duties. An employee returning to duty also is subject to random follow up tests for up to five years. Individual employers may set all disciplinary measures beyond the FTA's minimum standard. During its policy development work, the Drug and Alcohol Task Group considered at length what action the County should take in the instance of a positive drug or alcohol test. The Task Group recommended the policy that was adopted as noted in Items 1, 2 and 3 above. The Task Group noted that the County gives employees clear notice of its requirement that the work place be free from illegal drugs and alcohol. Given this, the Task Group based its recommendation on considerations of the potential risks, liability and lost work time in retaining an employee who has tested positive for illegal drugs or alcohol and the desire for equity and consistency in how employees are treated when there is a positive test. For information, Attachment 1 is a survey of how other area public employers treat a positive drug or alcohol test. Training and Communication Each new permanent employee is required to sign the County's Drug Free Work Place Policy Affirmation form as a condition of employment. Among other things, this is required by regulations covering Federal contractors. In New Employee Orientation, Personnel reviews the County's Drug and Alcohol testing policy in detail. It also is covered in other employee communications such as the Employee Handbook. Supervisors receive supervisory training on the drug and alcohol policy, including determining reasonable suspicion. Policy Revision Over the next several months, Personnel will be developing a draft updated Drug and Alcohol Testing Policy to reflect recent changes in FTA requirements. The Manager recommends that the Board give staff direction on any questions or issues it would like staff to explore or address in the update process. In connection with this, the County also will do an updated employee communications program. Upon review with the Manager, he also suggests a revision at this time in the Drug Free Work Place Affirmation form to assure employees are aware that the effects of illegal drugs and alcohol can have extended duration in the body. Attachment 2 is a draft revised Drug Free Work Place Affirmation form. Employee Assistance Program Under the County's Employee Assistance Program, each eligible employee receives up to three visits per incident with an EAP counselor. In this connection, staff notes that the EAP has been liberal in its definition of what constitutes an "incident." In a situation involving substance abuse, the EAP Counselor makes an assessment and referral if counseling or treatment beyond three visits is needed. The EAP does not provide on going treatment of a substance abuse problem. The resources available for substance abuse treatment are those provided through the County's health plans.