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Some employees may be required to submit to alcohol and drug testing as required by state or federal <br />laws, rules, or regulations. The procedures for such testing will be in accordance with the particular law, <br />rule, or regulation being followed. <br />VIL Testlpe Procedures for Applicants and County Emplovees <br />A. The authorized provider shall determine the procedures for the collection of blood, split sample of urine, <br />saliva, breath, or other scientific samples in accordance with applicable County policies and state and <br />federal laws, rules, and regulations. All blood or urine samples shall be submitted to an SAMHSA <br />approved laboratory for analysis, and the authorized provider shall communicate final test results to the <br />policy administrator. <br />B. Any of the following is considered a refusal to test: <br />1. Refusing to sign the consent form, complete the medication form, or submit to a drug test; <br />2, Engaging in conduct that clearly obstructs the testing process; <br />3. Adulterating, contaminating, or tampering with a blood, urine, saliva, breath, or other sample; <br />4. Failing to report to the designated test site as directed; or <br />5. Failing to remain available for required testing. <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 SAMHSA or an alcohol content <br />level below 0.04% shall be considered to have tested negative, and no further testing may be done on <br />that sample. For a DOT drug test the verified presence of the identified drug or its metabolite below the <br />minimum levels specified in 49CFR Part 40, as amended, and the specimen is a valid specimen shall be <br />considered to have tested negative. A DOT regulated alcohol or drug test may only use urine, saliva, and <br />breath sample. <br />F. A blood, mine, 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 SAMHSA 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 />For a DOT drug test the verified presence of the identified drug or its metabolite at or above the minimum levels <br />specified in 49CFR Part 40, as amended, shall be considered to have tested positive. A DOT regulated alcohol or <br />drug test may only use urine, saliva, and breath sample. <br />VIII. Test Results: <br />A. Employees. <br />1. If the testis negative, the policy administrator or designee informs the department head or <br />supervisor. <br />2. If the drug testis 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 />Attachment number 4 \n <br />F-5 Page 297 <br />