Commissioners agree to place new drug‑and‑alcohol testing policy on next agenda for adoption
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Summary
County staff presented a proposed personnel policy on drug and alcohol testing (including medical‑marijuana guidance and CDL rules); commissioners voted to add the resolution to the next agenda for adoption and to designate the county clerk as the DER for CDL matters.
County staff presented a proposed personnel policy (Policy 5‑600) establishing drug and alcohol testing rules for county employees, including pre‑employment, random, reasonable‑suspicion, post‑accident and criminal‑conviction reporting requirements. The proposal draws from state and federal law and a model used by Davis County.
Key elements of the draft policy include: treating medical‑marijuana cardholders the same as other prescription drug users (but requiring proof of a valid card if testing positive for THC); a 12‑hour pre‑reporting prohibition on on‑the‑job use of medical marijuana; designation of the county clerk as the DER (designated employer representative) for commercial driver’s‑license (CDL) compliance; and testing protocols and cutoffs aligned with state thresholds. The draft states refusal to test will be treated as a positive test and allows employees to request a retest at the county’s expense for the initial test.
Commissioners discussed the federal Commercial Driver’s License rules and the DER designation and confirmed the county clerk will serve as DER. A motion to place a resolution enacting the policy on the commission’s next agenda carried unanimously. Staff said they will circulate the final resolution and, once adopted, distribute the policy to employees and post it online.
Why it matters: The policy clarifies permissible procedures for testing, consequences for positive results or refusal, and appoints an official to manage CDL compliance — matters that affect staffing, workplace safety and federal regulatory compliance for employees with CDL responsibilities.
