6. Confidentiality. Records produced or received by the County or other related entities as part of the drug-free workplace program, including drug and alcohol testing results, are classified as " protected" under the Government Records Access and Management Act (ORAMA) and available for review only by the administrator or designee on a need to know basis. Records produced, received, or generated by the County as part of the drug free workplace program will be maintained in a secure, confidential file by the Human Resources Office and will not be kept in the employee's personnel file unless the record is used as basis for disciplinary action. Any protected documents under this policy may be produced to law enforcement individuals as part of an investigation or when ordered by a judicial office r. Any protected documents under this policy may also be produced as part of clarification or explanation of discipline or termination.

7. Shared Responsibility. A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have impo1iant roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.

In addition, employees are encouraged to:

a.Be concerned about working in a safe environment.
b.Use the Employee Assistance Program.
c.Report dangerous behavior to their supervisor.

It is the supervisor's responsibility to:

a.Inform employees of the drug-free workplace policy.
b.Observe employee performance.
c.Investigate repo1is of dangerous practices.
d.Document negative changes and problems in performance.
e.Counsel employees as to expected performance improvement.
f.Refer employees to the Employee Assistance Program.
g.Clearly state consequences of policy violations.