1. If the drug/alcohol screen is negative, and it is determined the problem is medical, the employee will need a release from their physician stating fitness for duty before returning to work.
  2. Employee testing post-accident may be suspended from work with pay, pending receipt of results of lab tests within 48 hours unless: The physical clearly states in writing that the employee is fit for duty following a Fitness for Duty Examination; OR: The direct supervisor determines the accident did not endanger persons or property and the cause was not the result of any action of the employee.

3. Consequences. One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious.

  1. In the case of applicants, if he or she violates the drug-free workplace policy, the offer of employment can be withdrawn. The applicant may reapply after six months and must successfully pass a pre-employment drug test.
  2. Upon required testing due to an accident or reasonable suspicion, the employee tested shall not engage in the operation of any County equipment or engage in any employment related duties, which his/her supervisor deems dangerous. This leave will be with pay pending the outcome of test results.
  3. If an employee violates the policy, he or she may be terminated from employment.

4. Assistance. Duchesne County recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug-free workplace policy:

  1. Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
  2. Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.
  3. Offers all employees and their family members assistance with alcohol and drug problems through the Employee Assistance Program (EAP).

5. Treatment. Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.