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3. If a vehicle operator who is required to submit to drug and alcohol testing following a vehicle <br />accident is unable to report to the regular testing site due to injuries, and drug and/or alcohol testing <br />is conducted pursuant to NCGS 20 -16.2 or pursuant to medical treatment, the vehicle operator shall <br />provide the policy administrator with an authenticated record of the results of that testing. <br />4. Any mechanic for a County vehicle involved in an accident may be required to submit to drug and <br />alcohol testing if the reason for the accident was a result or suspected result of mechanical or <br />materials failure. <br />5. The supervisor of a mechanic shall within twenty -four hours of an accident, review the maintenance <br />records for the affected vehicle(s) within one year of the accident and the nature of the work done. <br />As soon as practicable, the supervisor shall obtain the Traffic Accident Report and determine the <br />likelihood that a mechanical or materials failure contributed to the accident. If the supervisor has <br />cause to suspect that a mechanical or materials failure contributed to the accident, he or she shall <br />report the reasons for such suspicion and provide the affected vehicle's maintenance records to the <br />policy administrator. The policy administrator shall determine whether to require the affected <br />mechanic to undergo drug and/or alcohol testing. The mechanic must make himself or herself <br />available for testing the same day he or she receives notice from the policy administrator or designee <br />that drug and/or alcohol testing is required. Failure to make himself or herself available will be <br />considered a refusal to submit to testing. <br />E. Reasonable Suspicion. <br />1. Any employee is subject to drug or alcohol testing when there is reason to believe that the employee <br />has violated this policy. In making such a determination, the County may consider, but is not limited <br />to considering, any of the following factors: <br />a. Excessive absenteeism or tardiness, frequent or increased illness, frequent absences from <br />workstation or lapses in responsibility; <br />b. A pattern of abnormal conduct or unusual, irrational, or erratic behavior; <br />c. Repeated failure to follow instructions or procedures; <br />d. Violation of safety policies or failure to follow safe work practices; <br />e. Deterioration of job performance; <br />f. Abusive behavior, insolence, insubordination, or other significant change in behavior; <br />g. Mood swings, depression, unusual detachment, euphoria, significantly increased energy, unusual <br />talkativeness or sleepiness; <br />h. Changes in appearance, grooming, demeanor, work habits, or interaction with others; <br />L Reports of substance abuse from other employees; <br />j. Poor motor coordination or muscle controls, unsteady walking, tremors, nervousness, trouble <br />sitting still, slurred speech; <br />k. Evidence of substance abuse (drug paraphernalia, odor) in the employee's vicinity; <br />1. Bloodshot or dull eyes dilated or constricted pupils, runny nose, bruises; <br />m. Impaired short-term memory or illogical thinking; <br />n. Involvement as an operator or mechanic of a County owned vehicle that is involved in an <br />accident; <br />o. Arrest for violation of any criminal drug or alcohol statute. <br />2. The department head or supervisor will complete Form D, Observation of Suspect Behavior Form, <br />with detailed information on facts, symptoms, and observations of reasonable suspicion and contact <br />the human resources director. The human resources director will determine whether to order testing <br />7 <br />Attachment number 2 <br />F -5 Page 128 <br />