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and notify the employee's supervisor. The supervisor shall arrange transportation of the employee to <br />and from the testing site. The documentation supporting reasonable suspicion will be retained <br />confidentially by the Human Resources Department. <br />3. Non -law enforcement personnel shall not use physical force to detain an employee. At any time a <br />supervisor has cause to suspect that an employee is using or is under the influence of alcohol or a <br />controlled substance in the course and scope of his or her duties for the County and the affected <br />employee indicates an intention to leave the premises by his or her own means, the supervisor must <br />notify law enforcement officials regarding the employee's identity, the employee's possible <br />impairment, and the employee's anticipated route and means of travel. <br />F. Other Circumstances Requiring Immediate Testing. <br />A supervisor or department head may observe an employee's behavior that is of such extreme, erratic, or <br />unsafe nature that it gives reason to believe that immediate alcohol or drug testing is advisable. In the <br />event that such a situation arises and the supervisor or department head is unable to obtain the <br />authorization of the policy administrator or safety & risk manager, the supervisor shall: <br />1. Ensure that any injuries or other unsafe condition are attended by competent medical or other <br />personnel; <br />2. Advise the employee of the testing requirement; <br />3. Direct the employee to report to the designated testing site and arrange transportation of the <br />employee; and <br />4. Notify the policy administrator or safety & risk manager as soon as practicable. <br />G. Testing Pursuant to State or Federal Laws, Rules, or Regulations. <br />Some employees may be required to submit to alcohol and drug testing as required by state or federal <br />laws, rules, or regulations. The procedures for such testing will be in accordance with the particular law, <br />rule, or regulation being followed. <br />VII. Testing Procedures for Applicants and County Employees <br />A. The authorized provider shall determine the procedures for the collection of blood, split sample of urine, <br />saliva, breath, or other scientific samples in accordance with applicable County policies and state and <br />federal laws, rules, and regulations. All blood or urine samples shall be submitted to an SAMHSA <br />approved laboratory for analysis, and the authorized provider shall communicate final test results to the <br />policy administrator. <br />B. Any of the following is considered a refusal to test: <br />1. Refusing to sign the consent form, complete the medication form, or submit to a drug test; <br />2. Engaging in conduct that clearly obstructs the testing process; <br />3. Adulterating, contaminating, or tampering with a blood, urine, saliva, breath, or other sample; <br />4. Failing to report to the designated test site as directed; or <br />5. Failing to remain available for required testing. <br />C. An applicant who refuses to submit to a drug test pursuant to this policy will not be considered for <br />employment with the County. <br />8 <br />Attachment number 2 <br />F -5 Page 129 <br />