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u <br />0 <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. Em~loyees Covered by Department of Transaortation (DOT) Regulations <br />A. Employees who perform safety-sensitive function(s) as defined by the Federal Transit Administration <br />(FTA) are subject to regulation by the United States Government (DOT regulated employees). A FTA <br />safety-sensitive function is any of the following duties when performed by employees for departments <br />that receive federal funding under 49 USC 5307, 5309, 5311, or 23 USC 103(e)(4): <br />1. Operating a revenue service vehicle, including when not in revenue service; <br />2. Operating a nonrevenue service vehicle, when required to be operated by a holder of a Commercial <br />Driver's License; <br />3. Controlling dispatch or movement of a revenue service vehicle; <br />4. Maintaining (including repairs, overhaul and rebuilding) a revenue service vehicle or equipment <br />used in revenue service. This section does not apply to the following: an employer who receives <br />funding under 49 U.S.C. 5307 or 5309, is in an area less than 200,000 in population, and contracts <br />out such services; or an employer who receives funding under 49 U.S.C. 5311 and contracts out such <br />services; <br />5. Carrying a firearm for security purposes. <br />5 <br />Page 186 of 320 <br />F-11 <br />