BC 2016 10 17 Regular Meeting - Laserfiche WebLink

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October 17, 2016 (Regular Meeting) .Page 2912 2. Promotion to a position shall be denied to any applicant who refuses to submit to the test, receives a positive test result, or otherwise violates this policy. 3. A negative test result does not guarantee that a current employee will be promoted to the position for which he or she applied. 4. Supervisors for employees being promoted are responsible for ensuring that such employees have completed the required drug testing prior to promotion or assignment. D. Post- Accident as defined in VI, 4 and 5. 1. Employees involved in on- the -job accidents may be required to submit to drug and alcohol . testing based on the potential cause of the accident. This decision will be made at the discretion of the supervisor and Safety Officer /Risk Management. The supervisor shall provide or arrange appropriate transportation for testing. 2. An employee required to submit to drug and alcohol testing following an accident or moving traffic violation must make himself or herself available for testing within three hours of the accident or violation. Failure to be available within such time will be considered a refusal to submit to testing, unless there is a clear hindrance_ For example, an employee with life - threatening injuries or injuries that result in death. It is important to emphasize that nothing is to prevent the individual from receiving of required medical attention. 3. If a vehicle operator who is required to submit to drug and alcohol testing following a vehicle accident is unable to report to the regular testing site due to injuries, and drug and /or alcohol testing is conducted pursuant to NCGS 20 -16.2 or pursuant to medical treatment, the vehicle operator shall provide the policy administrator with an authenticated record of the results of that testing. 4. Any mechanic for a County vehicle involved in an accident may be required to submit to drug and alcohol testing if the reason for the accident was a result or suspected result of mechanical or materials failure. 5. The supervisor of a mechanic shall within twenty -four hours of an accident, review the maintenance records for the affected vehicle(s) within one year of the accident and the nature of the work done. As soon as practicable, the supervisor shall obtain the Traffic Accident Report and determine the likelihood that a mechanical or materials failure contributed to the accident. If the supervisor has cause to suspect that a mechanical or materials failure contributed to the accident, he or she shall report the reasons for such suspicion and provide the affected vehicle's maintenance records to the policy administrator. The policy administrator shall determine whether to require the affected mechanic to undergo drug and /or alcohol testing. The mechanic must make himself or herself available for testing the same day he or she receives notice from the policy administrator or designee that drug and /or alcohol testing is required. Failure to make himself or herself available will be considered a refusal to submit to testing. E. Reasonable Suspicion. 1. Any employee is subject to drug or alcohol testing when there is reason to believe that the employee has violated this policy. In making such a determination, the County may consider, but is not limited to considering, any of the following factors: a. Excessive absenteeism or tardiness, frequent or increased illness, frequent absences from workstation or lapses in responsibility; b. A pattern of abnormal conduct or unusual, irrational, or erratic behavior; c. Repeated failure to follow instructions or procedures; d. Violation of safety policies or failure to follow safe work practices; e. Deterioration of job performance; f. Abusive behavior, insolence, insubordination, or other significant change in behavior; g. Mood swings, depression, unusual detachment, euphoria, significantly increased energy, unusual talkativeness or sleepiness; h. Changes in appearance, grooming, demeanor, work habits, or interaction with others; i. Reports of substance abuse from other employees; j. Poor motor coordination or muscle controls, unsteady walking, tremors, nervousness, trouble sitting still, slurred speech; k. Evidence of substance abuse (drug paraphernalia, odor) in the employee's vicinity; 1. Bloodshot or dull eyes dilated or constricted pupils, runny nose, bruises; m. Impaired short -term memory or illogical thinking;