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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 babits, 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, many nose, braises; <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 the Observation of Suspect Behavior Form, with <br />detailed information on facts, symptoms, and observations of reasonable suspicion and contact the <br />human resources director. The human resources director will determine whether to order testing and <br />notify the employee's supervisor. The supervisor shall arrange transportation of the employee to and <br />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 />controlled substance in the course and scope of his or her duties for the County and the affected <br />employee indicates an intention to leave the premises by his or her own means, the supervisor must <br />notify law enforcement officials regarding the employee's identity, the employee's possible <br />impairment, and the employee's anticipated route and means of travel. <br />F. Other Circumstances Requiring Immediate Testing. <br />A supervisor or department head may observe an employee's behavior that is of such extreme, <br />erratic, or unsafe nature that it gives reason to believe that immediate alcohol or drug testing is <br />advisable. In the event that such a situation arises and the supervisor or department head is unable to <br />obtain the authorization of the policy administrator or safety & risk manager, the supervisor shall: <br />1. Ensure that any injuries or other unsafe condition are attended by competent medical or other <br />personnel; <br />2. Advise the employee of the testing requirement; <br />3. Direct the employee to report to the designated testing site and arrange transportation of the <br />employee; and <br />4. Notify the policy administrator or safety & risk manager as soon as practicable. <br />G. Follow-up Testing <br />As Cabarrus County has established a zero tolerance policy, follow-up testing is not generally <br />relevant. In the instance of a self -referral the employee will be subject to non-USDOT follow-up tests <br />as specified in 49 CFR Part 40. <br />H. Testing Pursuant to State or Federal Laws, Rules, or Regulations. <br />Alizchmenl number 4 \n <br />F -S Page 296 <br />