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456 <br />5. based on test results, advise the appropriate supervisor: <br />a. whether or not to continue the employment process for an incoming <br />employee; <br />b. the impact of the results of the test for a current employee. <br />6. when necessary, inform the incoming employee: <br />a. of unacceptable test results and, if requested, provide further information <br />regarding positive test results; <br />b. that unacceptable test results dictate that the prospective employee be <br />ineligible for hiring for a period of twelve (12) months from the date of <br />testing. <br />7. ensure confidentiality of test results by: <br />a. restricting information regarding employee test results to the Personnel <br />Department and those with a demonstrated need to know such information, <br />unless legally required to do otherwise; <br />b. maintaining test results in a secure area of the Personnel Department. <br />D. SUPERVISORY RESPONSIBILITY -,The Supervisor will: <br />1. whenever required under this Policy, ensure that all controlled substance and alcohol <br />testing is performed in accordance with the requirements of this Policy. <br />2. follow the controlled substance and alcohol testing procedures as listed in the <br />Appendix, Attachment 4, Manager's Guidelines. <br />3. ensure that once the testing process is initiated, the employee is: <br />a. prohibited from working or continuing to work. <br />b. not allowed to drive or operate any motor vehicle. <br />59 Revised 01 -25 -05 <br />