Laserfiche WebLink
now <br />X <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 />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. Once a <br />person has been selected for testing, it is too late to step forward and seek assistance. <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 />V. Authority to Test Employees <br />Pursuant to this policy the following persons are required to submit to testing for the presence of alcohol and <br />controlled substances. <br />1. The final applicant selected for a County position as a pre - employment condition. Testing is for <br />controlled substances only. <br />2. Employees holding safety- sensitive positions are subject to random testing. <br />3. All current employees who apply for or are given an assignment, promotion, or transfer to a safety - <br />sensitive position. <br />4. An employee in a safety- sensitive position who is involved in a traffic accident or violation while <br />operating a County owned vehicle or a personal vehicle while performing his or her duties as a <br />County employee. <br />5. Any employee involved in an on-the-job accident where: <br />a. Death results; <br />b. Any person is injured and is transported from the accident scene for medical attention; <br />c. A vehicle must be towed from the scene; or <br />d. The employee is cited for a moving violation. <br />Attachment number 2 <br />F -5 Page 126 <br />