BC 2009 04 20 Regular - Laserfiche WebLink

Home Browse Search

April 20, 2009 (Regular Meeting) Page 1326 the employee's possible impairment, and the employee's anticipated route and means of travel. F. Other Circumstances Requiring Immediate Testing. A supervisor or department head may observe an employee's behavior that is of such extreme, erratic, or unsafe nature that it gives reason to believe that immediate alcohol or drug testing is advisable. In the event that such a situation arises and the supervisor or department head is unable to obtain the authorization of the policy administrator or safety & risk manager, the supervisor shall: 1. Ensure that any injuries or other unsafe condition are attended by competent medical or other personnel; 2. Advise the employee of the testing requirement; 3. Direct the employee to report to the designated testing site and arrange transportation of the employee; and 9. Notify the policy administrator or safety & risk manager as soon as practicable. G. Testing Pursuant to State or Federal Laws, Rules, or Regulations. Some employees may be required to submit to alcohol and drug testing as required by state or federal laws, rules, or regulations. The procedures for such testing will be in accordance with the particular law, rule, or regulation being followed. VIII. Testing Procedures for Applicants and County Employees A.The authorized provider shall determine the procedures for the collection of blood, split sample of urine, saliva, breath, or other scientific samples in accordance with applicable County policies and state and federal laws, rules, and regulations. All blood or urine samples shall be submitted to an SAMSHA approved laboratory for analysis, and the authorized provider shall communicate final test results to the policy administrator. B. Any of the following is considered a refusal to test: 1. Refusing to sign the consent form, complete the medication form, or submit to a drug test; 2. Engaging in conduct that clearly obstructs the testing process; 3. Adulterating, contaminating, or tampering with a blood, urine, saliva, breath, or other sample; 9. Failing to report to the designated test site as directed; or 5. Failing to remain available for required testing. C. An applicant who refuses to submit to a drug test pursuant to this policy will not be considered for employment with the County. D. An employee who refuses to submit an alcohol or drug test required pursuant to this policy shall be subject to disciplinary action up to and including dismissal. E, A blood, urine, saliva, breath, or other sample that, after initial testing, does not reveal the presence of a controlled substance at or above the threshold values designated by SAMSHA or an alcohol content level below .09$ shall be considered to have tested negative, and no further testing may be done on that sample. F. A blood, urine, saliva, breath, or other sample that, after confirmatory testing, does reveal the presence of a controlled substance at or above the threshold values designated by SAMSHA or an alcohol level at or above 0.04$ shall be considered to have tested positive. An employee with a confirmed alcohol test result of between 0.02$ and 0.039$ will be deemed unfit to perform his or her duties and sent home. IX. Test Results: A. Employees. 1. If the test is negative, the policy administrator or designee informs the department head or supervisor. 2. If the drug test is confirmed as positive, the department head or supervisor schedules a private meeting with the employee to inform the employee in writing of the test results and the employee's rights and responsibilities regarding retesting under NCGS 95- 232(f).