Okaloosa County BOCC — September 2, 2014 — Drug Free Workplace Policy DRAFT

CHAPTER XXIII – DRUG-FREE WORKPLACE POLICY Section A – Drug-Free Workplace Policy (Effective September 9, 1997) 3) Policy and Work Rules d) Pre-Employment Drug Screening Consistent with the county policy opposing drug abuse and our commitment to a safe working environment, we have implemented a pre-employment drug testing policy. AllSafety-sensitive job applicants shall undergo screening for the presence of illegal drugs as a condition of employment. Safety-sensitive Jobjob applicants will be required to voluntarily submit to a urinalysis test at a laboratory chosen by the County after signing a consent and release form. Safety-sensitive Jobjob applicants must successfully pass the drug screen urinalysis prior to beginning work. The County will not discriminate against applicants for employment because of past drug abuse. This Drug-Free Workplace Policy concerns current abuse of drugs that may prevent employees from properly and safely performing their job duties. All testing will be done by certified laboratories. All test results will be checked by a MRO to assure accuracy. All testing, sample collection, storage, handling and chain of custody will be done in accordance with the Florida Agency on Health Care Administration rules and regulations. f) Testing iii) Extended Absence Drug Testing Safety-sensitive Employeesemployees who return to work after an extended absence of six (6) months will be required to take a drug test comparable to the pre- employment screening. Section C – Substance and Alcohol Misuse Policy DOT FTA – For Employees Performing Maintenance on Revenue Service Vehicles or Equipment (Revised: August 7, 2007) 7) Circumstances Requiring Testing a) Pre-Employment Testing Drug tests will be performed for all selected applicants. In order to be hired, an individual must pass a drug test with a negative test result. All applicants for safety-sensitive positions shall undergo urine drug testing prior to hire or transfer into a safety-sensitive position. All offers of employment for safety-sensitive positions shall be extended conditional upon the applicant passing a drug test. An applicant shall not be hired into a safety-sensitive position unless the applicant takes a drug test with verified negative results. A non-safety-sensitive employee shall not be placed, transferred or promoted into a covered position unless the employee takes a drug test with verified negative results. If an applicant for a safety-sensitive position fails a pre-employment drug test, the conditional offer of employment shall be rescinded. If an employee being placed, transferred, or promoted from a non-safety-sensitive position to a safety-sensitive position fails to pass a drug test, they shall be subject to disciplinary action up to and including discharge. If a test is cancelled, the applicant/employee will be required to re-test with a negative test result. A negative dilute test result on a pre-employment test will not require a re- test. When a covered employee or applicant has previously failed or refused a pre- employment drug test administered under this part, the employee must provide the employer proof of having successfully completed a referral, evaluation and treatment plan. Applicants are required to report the name and contact information for all DOT covered employers for the previous two (2) years. The applicant is required to provide a consent statement permitting the previous DOT covered employers to release drug and alcohol test results to the County. If more than 90 days have elapsed between the time of successfully completing pre- employment tests and the assignment of safety-sensitive duties, another pre- employment test will be required prior to the individual being assigned safety-sensitive duties. Safety-sensitive employees who have been off duty for 90 days or more for any reason, and have been out of the random pool, must successfully pass a pre-employment drug test prior to the performance of a safety-sensitive function.