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4. Any mechanic for a County vehicle involved in an accident may be required to submit to drug and <br />alcohol testing if the reason for the accident was a result or suspected result of mechanical or <br />materials failure. <br />5. The supervisor of a mechanic shall within twenty-four hours of an accident, review the maintenance <br />records for the affected vehicle(s) within one year of the accident and the nature of the work done. <br />As soon as practicable, the supervisor shall obtain the Traffic Accident Report and determine the <br />likelihood that a mechanical or materials failure contributed to the accident. If the supervisor has <br />cause to suspect that a mechanical or materials failure contributed to the accident, he or she shall <br />report the reasons for such suspicion and provide the affected vehicle's maintenance records to the <br />policy administrator. The policy administrator shall determine whether to require the affected <br />mechanic to undergo drug and/or alcohol testing. The mechanic must make himself or herself <br />available for testing the same day he or she receives notice from the policy administrator or designee <br />that drug and/or alcohol testing is required. Failure to make himself or herself available will be <br />considered a refusal to submit to testing. <br />E. Reasonable Suspicion. <br />1. Any employee is subject to drug or alcohol testing when there is reason to believe that the employee <br />has violated this policy. In making such a determination, the County may consider, but is not limited <br />to considering, any of the following factors: <br />a. Excessive absenteeism or tardiness, frequent or increased illness, frequent absences from <br />workstation or lapses in responsibility; <br />b. A pattern of abnormal conduct or unusual, irrational, or erratic behavior; <br />c. Repeated failure to follow instructions or procedures; <br />d. Violation of safety policies or failure to follow safe work practices; <br />e. Deterioration of job performance; <br />f. Abusive behavior, insolence, insubordination, or other significant change in behavior; <br />g. Mood swings, depression, unusual detachment, euphoria, significantly increased energy, unusual <br />talkativeness or sleepiness; <br />h. Changes in appearance, grooming, demeanor, work habits, or interaction with others; <br />i. Reports of substance abuse from other employees; <br />j. Poor motor coordination or muscle controls, unsteady walking, tremors, nervousness, trouble <br />sitting still, slurred speech; <br />k. Evidence of substance abuse (drug paraphernalia, odor) in the employee's vicinity; <br />1. Bloodshot or dull eyes dilated or constricted pupils, runny nose, bruises; <br />in. Impaired short-term memory or illogical thinking; <br />n. Involvement as an operator or mechanic of a County owned vehicle that is involved in an <br />accident; <br />o. Arrest for violation of any criminal drug or alcohol statute. <br />2. The department head or supervisor will complete Foram D, Observation of Suspect Behavior Form, <br />with detailed information on facts, symptoms, and observations of reasonable suspicion and contact <br />the human resources director. The human resources director will determine whether to order testing <br />and notify the employee's supervisor. The supervisor shall arrange transportation of the employee to <br />and from the testing site. The documentation supporting reasonable suspicion will be retained <br />confidentially by the Human Resources Department. <br />3. Non -law enforcement personnel shall not use physical force to detain an employee. At any time a <br />supervisor has cause to suspect that an employee is using or is under the influence of alcohol or a <br />Attachment number 1 \n <br />F-5 Page 63 <br />