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030 <br />Any violation of a through d above shall be considered unacceptable personal conduct and <br />shall be grounds for disciplinary action up to and including dismissal. <br />Impaired behavior and/or diminished performance on the job resulting from the use of alcohol <br />or any controlled substance shall be considered unacceptable personal conduct and shall be <br />grounds for disciplinary action up to and including dismissal. <br />The County will report violations of criminal drug statutes occurring in the workplace to the <br />appropriate law enforcement officials. All employees have a responsibility to report observed <br />and suspected violations of this policy to their supervisor or department director. Disciplinary <br />action, up to and including dismissal, shall be taken when an employee: <br />• Refuses to sign a consent form and participate in a required drug or alcohol test <br />after being advised of the reasons for the request. <br />• Intentionally tampers, or attempts to tamper, with a drug or alcohol sample or <br />testing process. <br />• Produces a confirmed positive test result. <br />1. Substances that may be tested for under this policy include: <br />a. Marijuana/cannabinoids (THC) <br />b. Cocaine metabolites <br />c. Opiates <br />d. Phencyclidine (PCP) <br />e. Amphetamines/methamphetamines <br />f. Alcohol <br />g. Barbiturates (e.g., amobarbital, butabarbital, phenobarbital, secobarbital) <br />h. Methaqualine (e.g., quaalude) <br />2. An employee who receives a positive test result may request that the same or split <br />specimen be tested by another certified laboratory with the cost of such testing to be <br />at the employee's expense. <br />3. When management has reasonable cause to believe an employee is using or is <br />under the influence of alcohol or a controlled substance, or is misusing prescription <br />drugs, the employee may be required to submit to an immediate drug and/or alcohol <br />test. The test shall be administered by qualified personnel and shall involve proper <br />procedures of specimen collection and testing. <br />Reasonable Cause/Suspicion <br />Reasonable Cause/Suspicion means an expressible belief based on specific objective facts, <br />and rational inferences drawn from those facts, that an employee has consumed or is under <br />the influence of alcohol or drugs while in the course of their work. Circumstances which <br />constitute a basis for determining "reasonable suspicion" may include, but are not limited to: <br />B-18 Drug and Alcohol Free Workplace <br />