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5.0 Requirements to Report Medication Use 5.1 The County does not prohibit the use of a drug (prescribed medication) which has a currently accepted medical use, provided: (a) The drug is prescribed or authorized for an employee by a licensed practitioner; and (b) The use of the drug at the prescribed or authorized level is consistent with the safe performance of the employee's duties; and (c) The drug is used at the dosage prescribed or authorized. 5.2 Employees are encouraged to notify their immediate supervisor when reporting for work or during the course of a work shift if the use of any prescription or non-prescription medication may adversely affect his or her ability to satisfactorily and safely perform his normal job duties (e.g., including but not limited to drowsiness). Employees in safety sensitive or special risk positions are required to provide their supervisor with such information. 6.0 Employee Drug and Alcohol Testing 6.1 Employees will be required to submit to drug and/or alcohol testing upon reasonable suspicion as defined in this Policy, during a routine fitness for duty (physical) examination, after an accident or injury which requires medical treatment, and after release from a drug or alcohol rehabilitation program unless the employee voluntarily entered the program. If follow-up testing is required, it must be conducted at least once a year for a 2 -year period after completion of the program. Advance notice of a follow-up testing date must not be given to the employee to be tested. 6.2 An employee who tests positive on a confirmation test will be subject to discipline, up to and including termination. 6.3 Refusal of a treatment program: If an employee is offered an opportunity to enter into a treatment program and refuses to do so, the employee will be immediately terminated. 6.4 Treatment program requirements: Employees who have been provided with an opportunity to enter into a treatment and/or rehabilitation program must meet all requirements of that program including any required aftercare. Failure to follow or complete the treatment and/or rehabilitation program or a subsequent positive confirmed drug test will result in immediate termination of employment. 6.5 Confidentiality will be maintained at all times to the extent permitted by law except to the extent necessary to comply with this policy. 7.0 Employee Drug or Alcohol -Related Criminal Charges or Arrests 7.1 Employees are required to notify Human Resources of any criminal drug statute -related criminal charge or arrest no later than five (5) days after such charge has been filed. Employees in positions which require driving a County vehicle on County business must notify Human Resources of any drug or alcohol-related arrest (e.g., including but not limited to Driving While Under the Influence) on the next workday. 7.2 The County will take appropriate action with respect to an employee who is so charged, which action may include transfer to a non -safety sensitive or non -special risk position in alcohol-related cases or discipline in cases related to illegal drugs. 7.3 Employees are required to notify Human Resources of the outcome of all criminal drug statute or alcohol-related criminal charges no later than five (5) days after any change in status of such charges. This includes notification of a conviction, a plea of guilty, an adjudication of guilty, a plea of nolo contendere, an adjudication withheld, an acquittal or a dismissal of the charges.