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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: August 8, 2014  Amends - GO 4.6.5 (January 21, 2011) Number: 4.6.5 Distribution: All Personnel Review Month: February Reviewing Authority: HRD / Employee Services Subject: Drug -Free Workplace And Drug And Alcohol Testing This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to maintain a drug -free workplace, thereby maximizing levels of productivity and a voiding the costs, delays, and tragedies associated with work -related accidents resulting from drug abuse by employees. It is also intended to comply with the DOT rules for drug use and alcohol misuse for safety -sensitive employees. 2. Policy It is the p olicy of the agency to expressly prohibit the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance by any employee on or off duty. Fair and reasonable drug testing methods will be used to enforce this policy, includi ng job applicant testing, reasonable suspicion testing, random testing, or follow -up testing. Violation of this policy will result in disciplinary action, up to and including termination. In situations involving on -duty injury, it may also result in loss of workers' compensation benefits. 3. Definitions A. CDL - Commercial Drivers License. B. Classified Non-Sworn Personnel - non-sworn employees who routinely handle controlled substances as part of their job assignment, e.g., Evidence, Forensics, and Narcotics units. C. Confirmation Test - a second analytical procedure used to identify the presence of a specific drug or metabolite in a specimen. The confirmation test will be different in scientific principle from that of the initial test procedure. This confirma tion method will be capable of providing requisite specificity, sensitivity, and quantitative accuracy. D. Controlled Substance - any drug whose availability is restricted by FS Chapter 893 or other applicable law. E. DOT - Department of Transportation. 4.6.5 , Page 2 of 8 F. Drug - alcohol , including distilled spirits, wine, malt beverages, and intoxicating liquors; amphetamines; cannabinoids; cocaine; p hencyclidine (PCP); hallucinogens; methaqualone; opiates; barbiturates; benzodiazepines; synthetic narcotics; designer drugs; anabolic steroids; any legal substance that would render an employee unable to reasonably perform the duties of their job; any pre scription drug not prescribed by the employee’s physician; or a metabolite of any of the substances listed herein. G. Drug Test - any chemical, biological, or physical instrumental analysis administered for the purpose of determining the presence or absence of a drug or its metabolites. H. Follow -Up Testing - if an employee in the course of employment enters an employee assistance program for drug -related problems, the agency will require him or her to submit to a drug test as a follow -up to such program. I. Initial Drug Test - a sensitive, rapid, and reliable procedure to identify negative and presumptive positive specimens. All initial tests will use an immunoassay procedure or an equivalent, or will use a more accurate scientifically accepted method approved by the Department of Health and Rehabilitative Services until such time as more accurate technology becomes available in a cost -effective form. J. Omnibus Act - Omnibus Transportation Employee Testing Act of 1991 requires alcohol and drug testing of safety -sensitive employees. K. Reasonable Suspicion – for purposes of this policy, a belief that an employee is using or has used drugs in violation of this policy that is drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. L. Specimen - tissue, hair, or product of the human body capable of revealing the presence of drugs or their metabolites. M. Split Sample - urine specimens are collected in two bottles. If the first bottle tests positive for dru gs the donor may request the second specimen be tested. 4. Procedures A. General Guidelines 1. As a condition of employment, personnel must abide by this policy and must notify the agency of any criminal drug statute arrest or conviction no later than 5 days after such arrest or conviction. 2. Employees who are unable to reasonably perform their job duties due to the legal use of over the counter or prescription drugs will be required to leave work and utilize their sick time. 3. Applicants, sworn perso nnel, and classified non-sworn personnel will be tested for illegal drug use as provided below. Testing may be performed without advance notice. When notified that testing is required, an applicant or employee must appear as directed. 4.6.5 , Page 3 of 8 4. Drug testing is designed to detect the following list of drugs: a. Amphetamines (includes methamphetamines) b. Barbiturates c. Benzodiazepines d. Cocaine Metabolites e. Marijuana Metabolites f. Methadone g. Methaqualone - Quaaludes h. Opiates; Morphine; Codeine i. Phenc yclidine - PCP j. Propoxyphene k. Anabolic Steroids l. Other substances that may alter the test results 5. Prior to a drug test, applicants and employees will be