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VIII. Test Results: <br />A. Employees. <br />1. If the test is negative, the policy administrator or designee informs the department head or <br />supervisor. <br />2. If the drug test is confirmed as positive, the department head or supervisor schedules a private <br />meeting with the employee to inform the employee in writing of the test results and the employee's <br />rights and responsibilities regarding retesting under NCGS 95- 232(f). Split sample testing is at the <br />employee's expense. <br />3. If the alcohol test is confirmed as positive, the department head or supervisor schedules a private <br />meeting with the employee to inform the employee of the test results. <br />B. Applicants. <br />1. If the test is negative, the department head or supervisor is notified and the selection process <br />continues. <br />2. If the test is confirmed as positive, the applicant must be notified in writing of the test results and the <br />applicant's rights regarding retesting under NCGS 95- 232(f). <br />3. An applicant who receives a confirmed positive test shall not be considered for employment for any <br />position he or she is currently seeking and is ineligible for County employment for a period of one <br />year from the testing date. <br />4. Employment decisions based on drug screening test results are irrevocable and appeals will not be <br />considered. <br />IX. Penalties for Non - Compliance <br />A. Any employee who violates this policy shall be subject to disciplinary action up to and including <br />dismissal as described in the Cabarrus County Personnel Ordinance Article VII, Separation, Disciplinary <br />Actions, Suspensions and Reinstatement. Employees awaiting disciplinary process will be placed on <br />non - disciplinary administrative leave and relieved of all duties. <br />B. Employees who receive a positive drug or alcohol test result will be dismissed. <br />C. For DOT regulated employees, the County shall not take an action based solely on test results showing <br />an alcohol concentration of less than 0.02 %. <br />D. Auxiliary employees who are suspected of violating this policy will be released from employment. <br />X. Confidentiality <br />A. Any tests for the presence of alcohol or controlled substances authorized by this policy shall be <br />designed to protect the privacy of the applicant or employee being required to undergo testing. All tests <br />for the presence of alcohol or controlled substances shall be conducted pursuant to and in compliance <br />with the Controlled Substance Examination Regulations found in NCGS Chapter 95, Article 20. <br />B. No sample obtained for the purpose of conducting tests for the presence of alcohol or controlled <br />substances pursuant to this policy shall be used to perform any diagnostic examination that would detect <br />any hidden or latent physical or mental infirmity, disease, or condition. Rather, the analysis of such <br />10 <br />Attachment number 1 \n <br />F -5 Page 88 <br />