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Approval Date: Effective Date: Revision No: Policy Section & Number:
I. Policy
It is the policy of the Linn County Board of Supervisors to develop and implement
a drug and alcohol testing policy and procedure for all Linn County employees to
maintain a drug-free workplace. The purpose of this policy is to maintain a drug-
free workplace in the best interest of the health and safety of Linn County
employees and the safety of the citizens and patrons of Linn County.
II. Scope
This policy is applicable to all County employees, including elected officials and
their deputies and the Conservation and Public Health Departments. Additional
requirements apply to those employees who are covered by Department of
Transportation (DOT) alcohol and drug testing rules. These include employees
who utilize a Commercial Driver’s License (CDL) in the course of their duties. For
those additional requirements, refer to applicable DOT and FTA alcohol and drug
testing policies.
III. Definitions
A. Adulterated specimen: A specimen that contains a substance that is not
expected to be present in human urine, or contains a substance expected to be
present but is at a concentration so high that it is not consistent with human
urine.
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D. Collection site: A place selected by the employer where employees
present themselves for the purpose of providing a urine specimen for a drug test.
A. Linn County will conduct drug and alcohol tests under the following
conditions:
• Pre-employment drug testing
• Reasonable suspicion
• As required by federal laws or regulations (randomly)
B. Training
C. Pre-Employment Testing
E. Return-To-Duty Testing
3. Linn County will pay the charges for the SAP evaluation. Treatment
charges will be paid in accordance with the County’s benefit plan. If the
employee has no benefit plan the employee will be responsible for paying
F. Follow-up Testing
6. Any positive drug test or alcohol test greater than .000 during a
follow-up test will result in termination.
5. The MRO will review and interpret any confirmed positive test
results. An employee or prospective employee shall be provided an
opportunity to provide any information to the MRO which may be relevant
to the test including identification of prescription or non-prescription drugs
currently or recently used or other relevant medical information.
7. In the event that there is a dilute negative test result, the employee
or applicant will be required to submit another sample for testing.
8. The first time an employee tests positive on a drug test, they will be
placed in an unpaid status and referred to the EAP/SAP for evaluation,
counseling, treatment, return-to-work and follow-up testing.
J. Confirmatory Challenge
L. Exclusions
2. This policy is not intended to cover Linn County sponsored social events.
3. This policy does not apply to Linn County facilities that have been
rented to others for the purpose of entertainment or social events.
M. Confidentiality
The County shall protect the confidentiality of the results of any drug or
alcohol test conducted on an employee. The results of the test may be
recorded in the employee’s personnel records whose test indicated the
employee was under the influence of alcohol or a controlled substance or
indicated the presence of a controlled substance has undergone
substance abuse evaluation and, when treatment is indicated under the
Pre-Employment and Post Employment 8
Drug Testing Policy and Procedures
Policy No. PM-015
Rev. No. 2
substance abuse evaluation, successfully completed treatment for
substance abuse, the employee’s personnel records shall be expunged of
any reference to the test or its results for the duration of their employment.
N. Miscellaneous
Nothing in this policy shall restrict the County’s ability to prohibit the use of
alcohol or controlled substances during work hours or to discipline
employees for being under the influence of alcohol or controlled
substances during work hours.