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ARTICLE 27 DRUG TESTING 27.1 Teamsters Local Union No. 769 and Indian River County agree to the following for employees who are in the labor and trades bargaining unit: The parties understand that illegal drug use and/or misuse of alcohol and/or controlled substances adversely affects employees' job performance and jeopardizes their safety, the safety of other employees and the public, and the reliability of the County's operations. Therefore, the County and the Union agree to implement the Drug-Free Workplace Program Policy adopted by the County with the following exceptions. These exceptions will supersede the language in the County's policy: 27.2 Reasonable Suspicion Drug Testing Employees shall notify their supervisors when under medically prescribed treatment with a controlled substance if they know or have reason to believe the controlled substance may limit their ability to perform their jobs. Any employee may be required by the County to submit to a blood, urinalysis, and/or intoxilyzer test when there exists a reasonable suspicion that the employee is under the influence of alcohol or non-prescribed controlled substances on the job. If such reason is based upon the observation of supervisors or managerial employees, then, where job conditions permit, two supervisors or managers should observe the employee. An employee will not be required to take any test unless a member of management approves testing. When an employee is to be tested under this reasonable suspicion provision, he may request the presence of his Union steward. If the steward has been requested, and is on duty, he will be permitted to consult with the employee who is to be tested prior to the time he goes to the specimen collection facility. At management's discretion, the employee may be temporarily reassigned to a non-safety sensitive position, if available, or be removed from duty while awaiting the reasonable suspicion drug tests results. Employees may elect to use accrued sick or vacation leave while awaiting the reasonable suspicion drug test results or be in a no pay status if no paid leave is available. In the event of a negative test result, the employee's accrued leave used while awaiting the results, will be restored. 27.3 Follow-up and Random Testing Follow-up and random testing for employees in non-safety-sensitive positions shall be permitted during the first twenty-four (24) months following an employee's release after successfully completing a rehabilitation program, and the frequency of such testing shall be determined by the County. Follow-up and 40