Laserfiche WebLink
1 <br />"synthetic drugs," and similar substances, even if not specifically prohibited by state or federal law; (4) <br />substances which are inhaled, injected, ingested or absorbed, but which are not intended for human <br />consumption (such as glue, solvents, or patches), even if not specifically prohibited by state or federal <br />law. Examples of illegal drugs include (but are not limited to) amphetamines, barbiturates, cocaine, <br />marijuana, methaqualone, opiates and phencyclidine (PCP). <br />L. Lawful Druas -Those prescribed or over the counter medications that are lawfully obtained and used as <br />prescribed and directed by an employee's treating physician or the manufacturer's recommendations or <br />for the purpose and in the manner for which prescribed or manufactured. <br />M. MRO (Medical Review OfficerZ- A licensed physician trained to make the final determination of <br />whether a test for the presence of a controlled substance is positive or negative. <br />N. Metabolite -The chemical or compound produced when a particular substance is passed through the <br />human body and excreted in the urine. <br />O. NCGS -North Carolina General Statutes. <br />P. Policy Administrator -The human resources director or designee responsible for the administration of <br />the Cabarrus County Drug Free Workplace Policy. <br />Q. Positive Alcohol Test -Identification of an alcohol content level at or above 0.04% by use of an alcohol <br />test. (See Section II, B, 3 for a possible exception.) <br />R. Positive Drug_Test -Identification of a controlled substance at or above the tlueshold values designated <br />by SAMSHA in a drug test and confirmed by gas chromatography with mass spectrometry (GCMS). <br />S. Reasonable Suspicion - A decision for alcohol or drug testing based upon specific, contemporaneous, <br />acticulable observations concerning the appearance, behavior, speech, body odors, or performance of the <br />employee. <br />T. Retaliatory Actions -The discharge, suspension, demotion, relocation, or other adverse employment <br />action taken against an employee in the terms, conditions, privileges, and benefits of employment. <br />U. Safety-Sensitive Position -Position with duties that involve such a significant risk of injury to others <br />that even a momentary lapse of attention can have disastrous consequences. These positions are <br />identified by the human resources director based on duties and responsibilities of the employee. <br />Included are law enforcement officers, emergency medical technicians, employees operating a vehicle <br />owned by the County or a personal vehicle which is used as a major part of their work, and DOT <br />regulated employees. Employees are advised if they occupy asafety-sensitive position. <br />V. SAMSHA -Substances Abuse and Mental Health Services Administration. <br />4 <br />7 <br />i <br />i~ <br />i] <br /> <br />l-! <br />C <br /> <br />C <br /> <br />r <br />~i <br />n <br />0 <br />I~ <br />i~ <br />Attachment number 2 <br />F-11 Page 162 of 320 <br />