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<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 />D. An employee who refuses to submit an alcohol or drug test required pursuant to this policy shall be <br />subject to disciplinary action up to and including dismissal. <br />E. A blood, urine, saliva, breath, or other sample that, after initial testing, does not reveal the presence of a <br />controlled substance at or above the threshold values designated by SAMSHA or an alcohol content <br />level below .04% shall be considered to have tested negative, and no further testing may be done on that <br />sample. <br />F. A blood, urine, saliva, breath, or other sample that, after confirmatory testing, does reveal the presence <br />of a controlled substance at or above the threshold values designated by SAMSHA or an alcohol level at <br />or above 0.04% shall be considered to have tested positive. An employee with a confirmed alcohol test <br />result of between 0.02% and 0.039% will be deemed unfit to perform his or her duties and sent home. <br />IX. Test Results: <br />A. Employees. <br />1. If the test is negative, the policy administrator or designee informs the department head or <br />supervisor. <br />2. If the drug test is confirmed as positive, the department head or supervisor schedules a private <br />meeting with the employee to inform the employee in writing of the test results and the employee's <br />rights and responsibilities regarding retesting under NCGS 95-232(f). <br />3. If the alcohol test is confirmed as positive, the department head or supervisor schedules a private <br />meeting with the employee to inform the employee of the test results. <br />B. Applicants. <br />1. If the test is negative, the department head or supervisor is notified and the selection process <br />continues. <br />2. If the test is confirmed as positive, the applicant must be notified in writing of the test results and the <br />applicant's rights regarding retesting under NCGS 95-232(f). <br />3. An applicant who receives a confirmed positive test shall not be considered for employment for any <br />position he or she is currently seeking and is ineligible for County employment for a period of one <br />year from the testing date. <br />4. Employment decisions based on drug screening test results are irrevocable and appeals will not be <br />considered. <br />X. Penalties for Non-Compliance <br />A. Any employee who violates this policy shall be subject to disciplinary action up to and including <br />dismissal as described in the Cabarrus County Personnel Ordinance Article VII, Separation, Disciplinary <br />Actions, Suspensions and Reinstatement. <br />B. Employees who receive a positive drug or alcohol test result will be dismissed. <br />11 <br />~I, <br />C <br />0 <br />I~ <br />i <br />C <br /> <br />C <br /> <br />~i <br />i <br />r~ <br />i~ <br />L1 <br />r <br />F-11 Page 192 of 320 <br />