Okanogan County believes that safe working conditions for each of its employees can be assured by the use of safety equipment, by proper job instruction, frequent review of safety practices and adequate supervision.

Okanogan County has developed a Health and Safety Manual, which by reference is incorporated as part of this Policy Manual.

All employees are required as a condition of their employment to follow all safety practices as established by the Okanogan County Health and Safety Manual.

8.1 EMPLOYEE RESPONSIBILITY, "GOOD SAMARITAN" ASSISTANCE

Okanogan County employees feeling a moral obligation to assist in an emergency (or perceived emergency) situation must understand that their "good Samaritan" assistance is outside their authority of activity while on the job with the following exceptions:

The assistance is being given to another County employee while on County business or,

The assistance is being given to a victim as a result of a County employee or County equipment action.

Should an employee be injured on the way to or from, or while assisting in an emergency situation, and this activity takes place during the employee’s paid County time; and if the employee was not given permission by his/her supervisor to depart his/her County obligations to assist in the (perceived) emergency; that employee shall be determined as acting on his/her own volition and the County shall not be held responsible for the results of those actions toward the party or property involved nor the employee’s health, welfare or property during the employee’s absence from the employee’s usual performance of his/her assigned duties.

Should the employee be a member of any volunteer organization (i.e. Search and Rescue, Volunteer Fireman, etc.) or having the unique qualifications to assist in an emergency, (i.e. First Responder, EMT, etc.), they shall restrict their activities to responding only when prior authority has been given by their respective department head.

8.2 SMOKING

Okanogan County not only recognizes an obligation but is firmly committed to providing to all persons who may have an opportunity to be present at the County offices an environment reasonably free of health hazards and contaminants which may adversely affect the person’s safety and health. To fulfill this commitment, Okanogan County prohibits smoking in all County enclosed work areas and common areas, whether in enclosed individual or shared office spaces, and shall include all County vehicles, and shall apply to all persons who visit enclosed work and common areas in accordance with County Ordinance 8.14.

8.3 DRUG AND ALCOHOL

Okanogan County has a responsibility to its employees and the public to insure safe-working conditions for its employees and a productive County workforce unimpaired by chemical substance abuse. To satisfy these responsibilities, Okanogan County must reserve a work environment free from the effects of drugs, alcohol, or other performance-impairing substances. It is the policy of Okanogan County to create a drug-free work place and healthful work environment for its employees while at the same time preserving the right of privacy, individual liberty and personal dignity of its employees. Testing based on individualized suspicion combined with treatment and/or disciplinary actions are among the methods that the County may use to accomplish these ends.

8.3.1 Testing

An employee whose conduct indicates that the employee is not in a physical or mental condition that would permit the employee to perform in a job safely or efficiently shall be subject to submitting to a urine, blood or breathalyzer test to determine the presence of alcohol or drugs in the body.

A supervisor must have reasonable suspicion to believe that the employee is under the influence of or affected by alcohol or drugs. Reasonable suspicion includes, but is not limited to, abnormal coordination, appearance, behavior, speech or odor, unusual work performance or attendance problems.

If two management employees are on the premises, the reasonable suspicion for testing must be confirmed by another member of management wherever practical. If only one is on the premises, the supervisor must make a good faith effort to confirm the supervisor’s reasons for testing with another member of management by telephone prior to testing.

An accident for which there is no reasonable explanation shall establish sufficient reason for testing the employee(s) involved. An employee who is not an actuator in the accident, but only a passive participant shall not be subject to testing unless the County has reasonable suspicion that the employee has otherwise violated this policy. Examples of a non-actuator party to an accident include, but are not limited to, a vehicle passenger, a passenger, driver, or pedestrian found to have no fault in an accident caused by another vehicle, or the victim of a work place accident caused by another party.

Failure to submit to a test after procedures set forth above have been followed, will be sufficient reason for disciplinary action including suspension and/or termination. An employee who feels

they have a legitimate complaint must still submit to the test and then file a complaint in accordance with Section 6.7 of this manual.

The County shall select reputable facilities for drug or alcohol testing and such testing shall be performed at the County expense. The facility for such testing shall meet accepted standards of the industry, and must employ technologists and technicians possessing credentials commensurate with accepted norms for the industry. The employee shall be provided with the testing facilities’ names, addresses and credentials if requested. The employee shall have the opportunity to review the testing procedure.

All samples which test positive shall be confirmed using a gas chromatography/mass spectrometry test or an equally reliable test if same becomes reasonably available.

The employee, at the employee’s expense, shall have the opportunity to have a reputable testing facility test the same sample submitted to the original test facility. Accepted chain of custody procedures shall be followed in such testing and the test facility shall meet accepted standards of the industry, and such facility shall employ technologists and technicians possessing credentials commensurate with accepted norms for the industry. The County shall be provided with the testing facilities’ names, addresses and credentials if requested. An employee may request the independent test by notifying the County in writing within twenty-four hours after the day the employee is informed of the test results. The test results shall be kept confidential and shall be available only to designated employee or employer representatives or designated legal representatives.

None of the testing procedures are intended to be in violation of the law, and, if found to be invalid by a court of competent jurisdiction, they shall be eliminated or amended to comply with current Washington State Court decision, and the remaining language of this policy shall remain in full force and effect.

8.3.2 Test Results

If test results indicate the presence of alcohol or legal prescription drugs at a level suggesting impairment, or illegal controlled substances at any level, the employee may be subject to suspension or termination or may be required to undergo treatment as a condition of continued employment. Treatment shall be at the employee’s own expense unless otherwise provided for under the County Health insurance plan, and the employee may be suspended until he or she can produce a certificate from a certified treatment facility showing completion of a treatment program.

8.3.3 Notification

At the County’s discretion, other actions, such as notification to and involvement of law enforcement agencies, may be taken in regard to any employee suspected of violating this policy.

Employees must, as a condition of employment, abide by the terms of this drug and alcohol policy and report any conviction under a criminal drug or alcohol statute including DWI convictions for violations occurring on or off County premises while conducting county business. A report of a conviction shall be made within five (5) days after the conviction. Failure to report a conviction within the five (5) day period may result in disciplinary action, including immediate termination.

8.3.4 Searches

Employees have no expectation to be free from search of a locker, desk or contents of other similar department controlled spaces. A search of areas used exclusively by an employee shall be based on reasonable belief that the employee possesses alcohol, controlled substances and/or legal prescription drugs. Such a search shall be approved by the department head or his/her designee, and, if possible, notice to the employee and an opportunity to be present shall be given.

8.4 LIFE THREATENING ILLNESS AND COMMUNICABLE DISEASES

Okanogan County recognizes that many employees with life-threatening and other chronic illness desire to lead normal lives, which includes working as long as their health permits. Employees are encouraged to continue working as long as they are able to perform their full and complete job duties and their illness presents no threat to themselves, other employees, or the public. The County further recognizes that many diseases, although infectious in nature, are not spread in the normal working environment and pose no threat to co-workers, other employees, or members of the public serviced by such employees in the workplace.

Employees with life-threatening illnesses are entitled to the same employment benefits as are other County employees who have medical problems. The County shall attempt to ensure within its benefit plan, that workers with life-threatening illnesses are provided with competent medical care and with information concerning counseling and other services where needed.

Medical information on individual employees is treated confidentially. Okanogan County shall take reasonable precautions to protect such information from inappropriate disclosure. Manager and other employees have a responsibility to respect and maintain the confidentiality of employee medical information . Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination.

Okanogan County reserves the right to require an employee to undergo a medical examination by a doctor chosen by the County whenever there is a question of an employee’s fitness to work or where there is reason to fear that a worker’s condition might pose safety or health hazard for the employees or the public.

Okanogan County shall make reasonable job accommodations where necessary to assist employees with a life-threatening illness, when such accommodation does not impose an undue business or economic hardship upon the County.

8.5 BLOODBORNE PATHOGENS EXPOSURE CONTROL

Universal precautions shall be observed in order to prevent contact with blood or other potentially infectious materials. All blood or other potentially infectious material shall be considered infectious regardless of the perceived status of the source individual. Engineering and work practice controls shall be utilized to eliminate or minimize exposure to employees. Where occupational exposure remains after the institution of these controls, personal protective equipment is provided and shall be utilized.

In the event of exposure to potentially infectious material, employees, after removing personal protective equipment, shall wash hands and any other potentially contaminated skin area immediately or as soon as possible with soap and water. Any skin or mucous membrane exposure to blood or other potentially infectious material shall be followed by washing or flushing as soon as feasible following contact. In work areas where there is a reasonable likelihood of exposure to blood or other potentially infectious material, employees are not to eat, drink, apply cosmetics or lip balm or handle contact lenses. Equipment, which has become contaminated with blood or other potentially infectious materials, shall be decontaminated as necessary.

When an exposure incident occurs, it is to be reported to the supervisor. All employees who incur exposure incidents shall be offered post-exposure evaluation and follow-up in accordance with the OSHA standard. It is recommended that an accident report form be completed when an exposure incident occurs.

Communication of the potential hazards from blood or other potentially infectious materials shall be done by means of labels or signs, with the appropriate "BIOHAZARD" label, red bags or red containers, which meet OSHA requirements. All employees working in classifications identified as having reasonably anticipated potential for an occupational exposure to blood or other potentially infectious materials shall be trained in proper biohazard procedures.