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15.0 Testing Pursuant to the Drug-Free Workplace Policy 15.1 Types of Testing. In order to maintain a drug or alcohol free work environment and in accordance with Florida's Drug-Free Workplace Program, Section 440.101, et seq, Florida Statutes (1996 Supplement), as amended, and applicable administrative regulations, the County will test for the presence of drugs and/or alcohol in the following circumstances: 15.2 Pre-employment: All job applicants who have been offered a position of employment in a safety- sensitive or special-risk positions must submit to a drug and/or alcohol test before beginning employment or work with the County. 15.3 Reasonable Suspicion: Employees who are determined to be under reasonable suspicion of drug or alcohol use (as defined in this policy) will be required to submit to a drug and/or alcohol test. 15.4 Fitness-for-Duty: All employees who are subject to a routine fitness for duty medical examination must take a drug and/or alcohol test as part of their medical examination. 15.5 Followup: All employees who have entered an employee assistance program or rehabilitation program for drug and/or alcohol abuse must take drug and/or alcohol tests on a quarterly, semi- annual, or annual basis for two years after return to work. This requirement may be waived in the sole discretion of the County when an employee voluntarily enters a drug treatment program before disciplinary action has been taken. 15.6 Post Accident or Injury: Alt employees who are involved in an accident or injury to an employee which requires medical treatment occurring while at work which was caused, contributed to, or involved an employee must take a drug and/or alcohol test after administration of emergency medical treatment. If it cannot be determined who was driving the County vehicle at the time of the accident, then anyone who was in the vehicle during the applicable time period will be required to submit to testing. 15.7 Random Testing for Safety-Sensitive or Special-Risk Employees: Safety-sensitive and special-risk employees are subject to random testing as determined by the County. Random testing shall be conducted via an unbiased selection procedure, and in accordance with drug testing rules adopted by the AHCA and DFS. Random testing shall be subject to collective bargaining and shall not be conducted for employees covered by such agreements unless expressly included in the agreement. 16.0 Consequences of Refusing a Drug Test 16.1 An employee who refuses to submit to a drug test will be subject to discipline, up to and including termination of employment. An employee who refuses to submit to a drug test following an occupational injury which requires medical treatment forfeits eligibility for alt workers' compensation medical and indemnity benefits in accordance with Florida law. 16.2 A job applicant who refuses to submit to a drug test will not be hired. 17.0 Actions Following Positive Confirmed Test: The County may institute disciplinary action,up to and including termination of employment, for any employee who has a positive,confirmed drug test. The employee or job applicant who receives a positive confirmed test result may contest or explain the result to the Medical Review Officer(MRO)within five(5)working days after receiving written notification of the test result. If an employee's or job applicant's explanation or challenge is unsatisfactory to the MRO, the MRO shall report a positive test result back to the employer. The drug test result may be contested pursuant to law or to rules adopted by the AHCA. 18.0 Reporting of Use of Medication: Employees and job applicants may confidentially report the use of prescription or non-prescription medication to the MRO through Human Resources both before and after having a drug test.