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employee is required to provide a written release from his/her doctor or pharmacist indicating that the <br />employee can perform his/her safety- sensitive functions. <br />IV. Duties of Emplovees <br />A. As a condition of initial and continuing employment, each employee shall: <br />1. Comply with the terms of this policy and any rules or procedures promulgated thereunder; <br />2. Notify his or her supervisor in writing of any conviction pursuant to any criminal drug or alcohol <br />statute no later than five days after such conviction. For purposes of this policy a plea of guilty, no <br />contest, or polo contendere is a conviction; <br />3. Notify his or her supervisor immediately of an arrest or other action relating to criminal drug or <br />alcohol statutes when at work or when his or her work or ability to work may be impacted. <br />4. A violation that occurs in the workplace may result in termination of employment. <br />B. Within ten days of receiving actual notice of an employee's conviction of any criminal drug statute for a <br />violation occurring in the workplace or within the course and scope of employment, the County shall <br />notify any federal granting agency from which the County receives a grant regarding such conviction in <br />accordance with the Drug Free Workplace Act of 1988. <br />C. Any employee who has cause to suspect that the policy has been or is being violated by another <br />employee shall report such information to his or her supervisor, department head, or the policy <br />administrator. In the event the person suspected of violating the policy is the county manager, the <br />employee shall report such information to the Chair of the Board of County Commissioners. <br />D. Any employee who voluntarily seeks assistance for a problem regarding alcohol or drug abuse shall be <br />encouraged to participate in an alcohol or drug abuse assistance or rehabilitation program. Voluntary <br />admission is not considered a positive test result. Once a person has been selected for testing, it is too <br />late to step forward and seek assistance. County Permitted Drivers will not be allowed to drive until <br />cleared to do so. DOT drivers and others with primarily driving responsibilities will be placed on <br />administrative leave until cleared to return. This will include follow up testing as specified under 49 <br />CFR Part 40. <br />E. A supervisor or department head who has reason to believe that an employee has violated a criminal <br />drug or alcohol law shall contact the human resources director to determine possible appropriate actions. <br />Any County reports made to law enforcement officials or County cooperation in investigations or <br />prosecutions of County employees conducted by state, federal, or local law enforcement officials <br />pursuant to criminal drug or alcohol laws must be in accordance with NCGS 153A -98, Privacy of <br />Employee Records. <br />F. No person shall discriminate or take any retaliatory action against an employee because the employee, in <br />good faith: makes a report pursuant to this policy, cooperates in an ensuing inquiry or investigation, <br />testifies in a proceeding resulting from a report, or otherwise participates in the enforcement of this <br />policy. <br />G. Cabarrus County is dedicated to assuring fair and equitable application of this substance abuse policy. <br />Therefore, supervisors /managers are required to use and apply all aspects of this policy in an unbiased <br />and impartial manner. Any supervisor /manager who knowingly disregards the requirements of this <br />Attachment number 1 \n <br />F -5 Page 83 <br />