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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 />6. Any employee when there is reasonable suspicion to believe that he or she is in violation of this <br />policy by observed actions or physical evidence while performing his or her duties as a County <br />employee. See Form D, Observation of Suspect Behavior Form, for observation examples. <br />VL When to Test <br />A. Pre - employment. <br />1. The County, as a public employer, is entrusted with the health and safety of its citizens. In keeping <br />with this obligation, all final applicants selected for employment with Cabarrus County are required <br />to undergo a pre- employment drug screening. <br />2. The County includes notice of pre - employment drug screening in job announcements and on the <br />Cabarrus County Government Employment Application. <br />Attachment number 1 <br />F -6 Page 116 <br />