Chapter 1.39
DRUG-FREE WORKPLACE
Sections:
1.39.020 Application of chapter.
1.39.030 Manufacture, delivery, sale or possession of controlled substances prohibited.
1.39.040 Testing for drugs and alcohol—Authorized when.
1.39.050 Testing for drugs and alcohol—County liable for costs—Records of results.
1.39.060 Testing for drugs and alcohol—Threshold levels.
1.39.070 Testing for drugs and alcohol—Positive results—Disciplinary actions.
1.39.080 Employees required to report convictions—Disciplinary actions.
1.39.010 Definitions.
(a) “Alcohol abuse” means the ingestion of alcohol or alcoholic beverages, on or off duty, which adversely affects the employee’s ability to perform his or her job safely or efficiently.
(b) “Illegal drugs” means any controlled substance as defined in Chapter 69.50 RCW et seq., not possessed or taken in accordance with a lawful prescription.
(c) For purpose of this policy, a “reasonable suspicion” means a suspicion which is based on specific objective facts derived from the surrounding circumstances from which it is reasonable to infer that further investigation is warranted. (Res. 92-91 § 1, 6/2/92).
1.39.020 Application of chapter.
This policy shall apply to all Chelan County employees except those covered by collective bargaining agreements. (Res. 92-91 § 8, 6/2/92).
1.39.030 Manufacture, delivery, sale or possession of controlled substances prohibited.
The unlawful manufacture, delivery, sale or possession of controlled substances on or off duty by employees of Chelan County is strictly prohibited. (Res. 92-91 § 2, 6/2/92).
1.39.040 Testing for drugs and alcohol—Authorized when.
When the county, through the department head and/or elected official, has reasonable suspicion to believe an employee is drug or alcohol impaired and not able to perform his or her job safely or efficiently, the county may require an employee to submit to a urine, blood or breathalyzer test to determine the presence of alcohol or drugs in the body. (Res. 92-91 § 3, 6/2/92).
1.39.050 Testing for drugs and alcohol—County liable for costs—Records of results.
The county will pay the costs of any tests required by this policy. Blood, breath or urine specimens will be obtained while the employee is on duty, and the test will be performed by a laboratory or other agency selected by the county. Employees taking an examination in accordance with the policy shall be required to sign an authorization releasing the records of such examination to the county. The county shall maintain confidentiality with regard to such medical records. (Res. 92-91 § 4, 6/2/92).
1.39.060 Testing for drugs and alcohol—Threshold levels.
When such tests are performed, the threshold level for determination of an employee being under the influence of alcohol shall be .08 by breath or blood sample and for illegal drugs the threshold level shall be established in accordance with generally accepted medical procedures and principles. (Res. 92-91 § 5, 6/2/92).
1.39.070 Testing for drugs and alcohol—Positive results—Disciplinary actions.
Positive results on such a test may result in disciplinary action, including termination, against the employee by the appropriate employer/supervisor. (Res. 92-91 § 6, 6/2/92).
1.39.080 Employees required to report convictions—Disciplinary actions.
Employees must as a condition of employment abide by the terms of this drug and alcohol policy and report any conviction under a criminal drug statute for violations occurring on or off county premises while conducting county business. A report of said conviction must be made within ten days after the conviction. Failure to report the conviction within the ten-day period may also result in disciplinary actions, including termination. (Res. 92-91 § 7, 6/2/92).