Police Officer Customer Service

Office of the Court Administrator

Marion Superior Court

COMMUNITY JUSTICE CAMPUS

*** ******* ***

INDIANAPOLIS, INDIANA 46203

First, let me congratulate you on accepting the position with Marion Superior Court. We look forward to you joining the Marion Superior Court team! You are now scheduled to attend the Courts’ New Hire Orientation on

Please see below for details that will help prepare for your first day. Day 1: Duration: 8:15am - 4:00pm (approx.)

You will complete the HR portion of your training class at: Marion Superior Court, Community Justice Campus [CJC] Court Administration Training Room C1060

675 Justice Way

Indianapolis, IN 46203

Driving Directions - https://tinyurl.com/3ya29r94

Parking- Please park in Free lots C2-D4. (Please see attached map of parking area). Additional Information- Upon entering the main entrance and passing through security, please report to the Information Desk. A member of the Operations Team will come down to welcome you and escort you to the designated Quiet Room area. Once all the new hires have arrived, we will head to Court Administration together and begin orientation at 8:30 am. You are strongly encouraged to bring a lunch as near-by food options are limited. Also, our training room tends to run cool at times so feel free to bring a sweater or jacket.

Identification- You will need to provide proof of identification that you are eligible to work within the U.S. in order to complete the Federal I-9 form. Please see attachment for complete list of acceptable ID. You may present one selection from List A, or a combination of one selection from List B and one selection from List C. You must bring the original document(s) for us to copy. We are unable to accept copies you have made. Dress code is business professional attire. Please no jeans, baseball caps, etc. 9/9/2024

Garry Hall

818 Cypress St

Greenwood

IN

46143

Detention Officer- 2nd

Juvenile Detention Center

9/16/2024

Topics included, but are not limited to:

• Interactive Activities

• Structure of the Court

• Employee Manual

• HR Paperwork

• Ethics Training

• Timesheet (Kronos) Training

• Benefits Overview

We do offer additional enhancements if you are bilingual or have obtained an Associate’s or Bachelor’s Degree. If this applies to you, please email or bring your transcripts with you on your first day to get that enhancement applied.

Please let me know if you have any questions about this information or come up with any questions that I can answer before your start date.

Congratulations again and I look forward to meeting you! Lisa Staples

Lisa Staples

Payroll & Benefits Coordinator

Marion Superior Court

Office of the Court Administrator

This parking information is for members of the following departments: MCSO Adult Detention Center Probation Intake Problem-Solving Courts MCSO ARAMARK Legal Resource Center Court Staff

MCSO Wellpath Family Facilitation Center

Juror

Parking

Public`

Pay Parking

Free Parking

New Hires- Park in the Free Parking area C2-D4

C2 - D4

Community Justice Campus: 675 Justice Way, Indianapolis, IN 46203 Denison Parking, Inc. denisonparking.com

Parking Facility Manager: Chris Sarber *******@**************.*** MARION SUPERIOR COURT

COMMUNITY JUSTICE CAMPUS

675 Justice Way

Indianapolis, IN 46203

New Hire Candidate Information

Personal Information

Full Name:

Last First M.I.

Address:

Street Address Apartment/Unit #

City State ZIP Code

Home Phone: Alternate Phone:

Email:

SSN:

Date of Birth: Marital Status:

Gender:

Ethnic Group:

Job Information

Start Date: Employee ID:

Job Title: Department:

Position #: Task Profile:

Supervisor: Email:

Work Location: Schd Hrs:

Work Phone: Exempt/NonEx

Full/Part Time: Hourly/Salary: $

Agency Head or Authorized Representative Date

9/16/2024

Detention Officer- 2nd

Juvenile Detention Center

MARION SUPERIOR COURT

JOB DESCRIPTION

Position Title: Detention Officer

Supervisor: Detention Officer Supervisor

Classification Summary: To provide custody of youth detained in the Marion County Juvenile Detention Center in a safe, secure, and humane atmosphere, and in such a manner as to ensure their day-by-day and moment-by-moment basic physical, emotional, and psychological safety. Task Statements:

1. To provide crisis and supportive guidance to youth for the purpose of responding in a caring and nurturing manner to their emotional needs.

2. To assist youth in meeting their psychological, emotional, physical, and social needs through appropriate referral to psychology, social services, chaplain, clinic, or other Juvenile Court services. 3. To supervise the meeting of youths’ basic needs in the areas of personal hygiene, laundry, dining, and housekeeping of the living unit, thereby teaching basic social and living skills. To supervise timely movement through the daily routine of wake up, showering, housekeeping, laundry, mealtimes, educational, recreational, and other activities. To provide direct visual supervision of youth, with special attention to their physical whereabouts and emotional mood at all times. 4. To provide preventive intervention in warding off potential conflicts between youth; in the event of verbal or physical conflict, to provide effective crisis intervention to resolution. 5. To monitor youth at risk (Pink Card, Blue Card) or in confinement according to the prescribed procedures

6. To communicate information verbally and in writing regarding youths’ adjustment to other professionals in the Marion Superior Court, Juvenile Division system. To complete prescribed reports and other paperwork accurately, neatly, and in a timely fashion. 7. Other duties as assigned.

Qualifications: High School Diploma or equivalent with College degree in human services related area or equivalent experience preferred. Must be 21 years of age. Good interpersonal relationship skills. Knowledge of basic human development issues as they relate to youth. Good oral and written communication skills. Signature Date

Name Printed

MARION SUPERIOR COURT COMMUNITY JUSTICE CAMPUS

675 Justice Way

Indianapolis, IN 46203

Office of the Court Administrator 317-***-****

INDY.GOV

EMPLOYEE DATA SHEET/ UPDATED 9.2.2021 1

Marion Superior Court

Employee Data Sheet

Last Name:

First Name:

Address:

City: Zip Code:

Home Phone: Unlisted:

Social Security Number:

Position: Court #:

Previous Agency & Date of Hire:

Emergency Contact:

Phone #: Relationship:

Date of Hire:

Detention Officer- 2nd

Juvenile Detention Center

9/16/2024

USCIS

Form I-9

OMB No. 1615-0047

Expires 10/31/2022

Employment Eligibility Verification

Department of Homeland Security

U.S. Citizenship and Immigration Services

START HERE: Read instructions carefully before completing this form. The instructions must be available, either in paper or electronically, during completion of this form. Employers are liable for errors in the completion of this form. ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the documentation presented has a future expiration date may also constitute illegal discrimination. Section 1. Employee Information and Attestation (Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.) Last Name (Family Name) First Name (Given Name) Middle Initial Other Last Names Used (if any) Address (Street Number and Name) Apt. Number City or Town State ZIP Code Date of Birth (mm/dd/yyyy) U.S. Social Security Number Employee's E-mail Address Employee's Telephone Number I am aware that federal law provides for imprisonment and/or fines for false statements or use of false documents in connection with the completion of this form.

I attest, under penalty of perjury, that I am (check one of the following boxes): 1. A citizen of the United States

2. A noncitizen national of the United States (See instructions) 3. A lawful permanent resident

4. An alien authorized to work until

(See instructions)

(expiration date, if applicable, mm/dd/yyyy):

(Alien Registration Number/USCIS Number):

Some aliens may write "N/A" in the expiration date field. Aliens authorized to work must provide only one of the following document numbers to complete Form I-9: An Alien Registration Number/USCIS Number OR Form I-94 Admission Number OR Foreign Passport Number. 1. Alien Registration Number/USCIS Number:

2. Form I-94 Admission Number:

3. Foreign Passport Number:

Country of Issuance:

OR

OR

QR Code - Section 1

Do Not Write In This Space

Signature of Employee Today's Date (mm/dd/yyyy)

Preparer and/or Translator Certification (check one): I did not use a preparer or translator. A preparer(s) and/or translator(s) assisted the employee in completing Section 1.

(Fields below must be completed and signed when preparers and/or translators assist an employee in completing Section 1.) I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator Today's Date (mm/dd/yyyy) Last Name (Family Name) First Name (Given Name)

Address (Street Number and Name) City or Town State ZIP Code Employer Completes Next Page

Form I-9 10/21/2019 Page 1 of 3

Employment Eligibility Verification USCIS

Form I-9

Department of Homeland Security

OMB No. 1615-0047

U.S. Citizenship and Immigration Services Expires 10/31/2022 Section 2. Employer or Authorized Representative Review and Verification

(Employers or their authorized representative must complete and sign Section 2 within 3 business days of the employee's first day of employment. You must physically examine one document from List A OR a combination of one document from List B and one document from List C as listed on the "Lists of Acceptable Documents.")

Employee Info from Section 1

Last Name (Family Name) First Name (Given Name) M.I. Citizenship/Immigration Status List A OR List B AND List C

Identity and Employment Authorization Identity Employment Authorization Additional Information QR Code - Sections 2 & 3

Do Not Write In This Space

Document Title

Issuing Authority

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any) (mm/dd/yyyy)

Certification: I attest, under penalty of perjury, that (1) I have examined the document(s) presented by the above-named employee,

(2) the above-listed document(s) appear to be genuine and to relate to the employee named, and (3) to the best of my knowledge the employee is authorized to work in the United States. The employee's first day of employment (mm/dd/yyyy): (See instructions for exemptions) Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Title of Employer or Authorized Representative Last Name of Employer or Authorized Representative First Name of Employer or Authorized Representative Employer's Business or Organization Name Employer's Business or Organization Address (Street Number and Name) City or Town State ZIP Code Section 3. Reverification and Rehires (To be completed and signed by employer or authorized representative.) A. New Name (if applicable) B. Date of Rehire (if applicable) Last Name (Family Name) First Name (Given Name) Middle Initial Date (mm/dd/yyyy) C. If the employee's previous grant of employment authorization has expired, provide the information for the document or receipt that establishes continuing employment authorization in the space provided below. Document Title Document Number Expiration Date (if any) (mm/dd/yyyy) I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the employee presented document(s), the document(s) I have examined appear to be genuine and to relate to the individual. Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Name of Employer or Authorized Representative Form I-9 10/21/2019 Page 2 of 3

LISTS OF ACCEPTABLE DOCUMENTS

All documents must be UNEXPIRED

Employees may present one selection from List A

or a combination of one selection from List B and one selection from List C. LIST A LIST B LIST C

Documents that Establish Documents that Establish Documents that Establish Both Identity and Identity Employment Authorization Employment Authorization OR AND

1. U.S. Passport or U.S. Passport Card 1. Driver's license or ID card issued by a State or outlying possession of the

United States provided it contains a

photograph or information such as

name, date of birth, gender, height, eye

color, and address

1. A Social Security Account Number

card, unless the card includes one of

the following restrictions:

(1) NOT VALID FOR EMPLOYMENT

(2) VALID FOR WORK ONLY WITH

INS AUTHORIZATION

(3) VALID FOR WORK ONLY WITH

DHS AUTHORIZATION

2. Permanent Resident Card or Alien

Registration Receipt Card (Form I-551)

3. Foreign passport that contains a

temporary I-551 stamp or temporary

I-551 printed notation on a machine-

readable immigrant visa

2. ID card issued by federal, state or local

government agencies or entities,

provided it contains a photograph or

information such as name, date of birth,

gender, height, eye color, and address

4. Employment Authorization Document

that contains a photograph (Form

I-766)

2. Certification of report of birth issued

by the Department of State (Forms

DS-1350, FS-545, FS-240)

3. School ID card with a photograph

3. Original or certified copy of birth

certificate issued by a State,

county, municipal authority, or

territory of the United States

bearing an official seal

5. For a nonimmigrant alien authorized

to work for a specific employer

because of his or her status:

a. Foreign passport; and

b. Form I-94 or Form I-94A that has

the following:

(1) The same name as the passport;

and

(2) An endorsement of the alien's

nonimmigrant status as long as

that period of endorsement has

not yet expired and the

proposed employment is not in

conflict with any restrictions or

limitations identified on the form.

4. Voter's registration card

5. U.S. Military card or draft record

6. Military dependent's ID card

7. U.S. Coast Guard Merchant Mariner 4. Native American tribal document Card

5. U.S. Citizen ID Card (Form I-197)

8. Native American tribal document

6. Identification Card for Use of

Resident Citizen in the United

States (Form I-179)

9. Driver's license issued by a Canadian

government authority

For persons under age 18 who are

unable to present a document

listed above:

7. Employment authorization

document issued by the

Department of Homeland Security

6. Passport from the Federated States

of Micronesia (FSM) or the Republic

of the Marshall Islands (RMI) with

Form I-94 or Form I-94A indicating

nonimmigrant admission under the

Compact of Free Association Between

the United States and the FSM or RMI

10. School record or report card

11. Clinic, doctor, or hospital record

12. Day-care or nursery school record

Examples of many of these documents appear in the Handbook for Employers (M-274). Refer to the instructions for more information about acceptable receipts. Form I-9 10/21/2019 Page 3 of 3

MARION SUPERIOR COURT COMMUNITY JUSTICE CAMPUS

675 Justice

Indianapolis, IN 46203

Office of the Court Administrator 317-***-****

INDY.GOV

RESIDENCY POLICY/ UPDATED 9.2.2021 1

Residency Policy

After July 1, 2015, individuals who accept employment with the Court must have their principal place of residence within the limits of Marion County, or become a resident of the county within six (6) months of the date when they accept such employment. And, their position as an employee of such unit of government shall terminate six (6) months from the date that they move their principal place of residence from Marion County. This policy shall not apply to persons who have specialized skills or training, if there is no suitable applicant for the position residing within the limits of Marion County and the Executive Committee approves such employment. Nor does this policy apply to employees who were grandfathered in before July 1, 2015. However, if an employee in either of these protected groups chooses to move their residence during the scope of their employment with the Court, they must comply with the residency requirements of this policy.

The current address of my principal place of residence is: County of residence:

I understand that if I do not live within the boundaries of Marion County upon hire, that I will have six months to move into the boundaries of Marion County. If I do not, and permission has not been granted to me by the Marion Superior Court Executive Committee to live outside the boundaries of Marion County, that my employment with the Court will be terminated.

Signature Date

Printed Name Department

Juvenile Detention Center

MARION SUPERIOR COURT COMMUNITY JUSTICE CAMPUS

675 Justice Way

Indianapolis, IN 46203

Office of the Court Administrator 317-***-****

INDY.GOV

EQUIPMENT POLICY/ UPDATED 9.2.2021 1

Equipment Policy

Effective 4/2019

The Marion Superior Court (hereafter “the Court”) and its departments utilizes equipment issued by the Court. The Court’s personnel shall abide by all Marion Superior Court policies and procedures contained within the Marion Superior Court Employee Human Resource Manual and additional policies approved by the Court’s Executive Committee. All employees of the Court are required to read, understand and abide by the Court’s policies and procedures. All employees of the Court shall read and sign the Equipment Assignment Form. This form lists equipment issued to employees for use during their course employment/work with the Court. This Court issued equipment may include, but is not limited to: cellular telephones; laptop computers; tablets; other electronic devices; keys; and uniforms. The supervisor (or designee) will provide new employees with initial equipment during new employee orientation pursuant to the employee’s job responsibilities. The supervisor shall list this initial equipment on the employee’s Equipment Assignment Form, which the employee shall sign. The signed Equipment Assignment Form shall be maintained the employee’s Personnel File, which is housed in the Court Administrator’s Office. When any additional equipment needs to be issued to an employee, the supervisor requesting additional equipment be issued to the employee shall send an e-mail to the department head requesting the issuance of additional equipment. The department head will issue the requested equipment and shall record this additional equipment issued on the employee’s Equipment Assignment Form, which the employee shall sign. Departmental keys SHALL NOT be duplicated.

Any damaged, lost, or stolen equipment shall be reported immediately to a supervisor. An inquiry into the damaged, lost or stolen equipment will occur. Depending upon the outcome of the inquiry, an employee may receive disciplinary/corrective action, up to and including termination of employment, if the employee is deemed negligent or responsible for the damaged, lost or stolen equipment. Additionally, the employee may be required to reimburse the Court for the cost of repair or replacement of the equipment. All employees shall return all issued equipment immediately upon termination of employment. All items shall be returned in workable, reusable condition, allowing for normal wear of the item. Failure to return an item or returning an item with damage that was not reported to a supervisor will result in a request for reimbursement for that item from said employee.

I have read and understand the contents of this policy. Printed Name Department

Signature Date

Juvenile Detention Center

EMPLOYEE HANDBOOK RECEIPT / UPDATED 6/2022 1

Marion County Circuit and Superior Courts

Employee Human Resource Manual

Last Update 6/2022

POLICY

I acknowledge that the Marion County Circuit and Superior Court’s Human Resource Manual is accessible in its entirety via the Courts timekeeping system KRONOS. I understand that I am responsible for reviewing, understanding, and retaining updates to this Manual. I understand that this Manual is not intended to create or imply a contract of employment, and that my employment is on an “at-will” basis as defined by Indiana law. Electronic signature for the entire manual will be obtained in KRONOS. I have read and understand the contents of this policy.

Printed Name

Signature

Date

Compensatory Time Off Agreement

Instructions: The original signed copy of this agreement shall be kept in the Court employee’s personnel file. The employee shall be given a copy of this document after it is signed. WHEREAS, Marion Superior Court (hereinafter “the Court”) has a Compensatory Time Off Agreement for covered non-exempt employees; and,

WHEREAS, The Court’s regular working schedule of 40.00 hours per week; and, WHEREAS, The Court acknowledges that hours worked in excess of the regular working schedule are compensable; and,

WHEREAS, The Court desires to enter into an agreement with (Initial)

(hereinafter “the Employee”) for specifying the manner is which compensatory time off shall be provided in lieu of monetary compensation for certain hours worked by the employee. NOW, THEREFORE, the Court and the Employee agree to the following: 1. The entering into this Agreement is an express condition of employment. 2. The Employee will receive compensatory time off in lieu of monetary overtime compensation in accordance with the Fair Labor Standards Act and this Agreement. 3. Compensatory time off will be earned at the rate of one and a half hours (1.5) for each hour actually worked over forty (40) in the established workweek. The Court’s established workweek is 12:00 AM Saturday through 11:59 PM Friday. 4. Any employee who has accrued compensatory time off shall make a written request to his or her supervisor to use such time within a reasonable amount of time after it has accrued, the compensatory time shall be used within 30 days after the time is earned. 5. The request for time off shall be permitted by the employee’s Judge or Supervisor, upon recommendation from the Supervisor, unless the absence would unduly disrupt the operations of the Court. In such circumstances, the request shall be granted at the earliest possible time that it would not disrupt the operations of the Court, even if so doing would cause the employee to take the time off at a time later than 30 days after it was earned.

6. Excepting those situations where compensatory time is earned during the last two- week pay period of the calendar year, all compensatory time must be taken prior to the end of the calendar year. Compensatory time earned during the last two-week pay period of the calendar year must be taken within 30 days of when it is earned.

7. Excepting those situations where compensatory time is earned during the last two- week pay period of the calendar year, all compensatory time must be taken prior to the end of the calendar year. Compensatory time earned during the last two-week pay period of the calendar year must be taken within 30 days of when it is earned. 8. The Court can and will compel an employee to take compensatory time first rather than accrued benefit leave time if an employee has accruals of both compensatory time and benefit leave time. Once the compensatory time accrual has been depleted the benefit leave accruals will be used.

9. At its sole discretion, the Court may elect to substitute monetary pay for earned compensatory time off, either at the time hours are worked or in any later period. 10. Whether time is taken or monetary compensation is paid, the employee will receive compensation based on the employee’s regular pay rate in effect when the compensatory time off is actually taken or the monetary compensation is paid. 11. The Court may also elect to apply earned compensatory time off to hours the employee has missed due to personal leave, short workweeks, layoffs, or leaves of absence, including medical leaves if not covered by paid sick days and/or disability benefits. In periods of slack work, it may be necessary to schedule time off, to which earned compensatory time off will be applied.

12. In the event an employee leaves employment for any reason, the employee will be paid for earned compensatory time off at the employee’s final regular rate of pay, or the employee’s average regular rate during the last three years of employment, whichever is higher.

This Agreement is intended only to set forth our understanding concerning overtime and gap time compensation. It does not constitute an agreement as to the term of your employment. A change in the Court’s compensatory time policy shall result in a correlating change to this agreement. The employee will be given notice of any change. Either the employee or the Court may terminate the employment relationship at any time and for any reason. I have read and understand the above agreement and voluntarily agree to its terms. Human Resource Rep. Employee

Date Date

MARION SUPERIOR COURT COMMUNITY JUSTICE CAMPUS

675 Justice Way

Indianapolis, IN 46203

Office of the Court Administrator 317-***-****

INDY.GOV

NEW HIRE ORIENTATION RECEIPT/ UPDATED 8.5.2021 1

New Hire Orientation

I acknowledge that I attended the New Hire Orientation Program for Marion Superior Court on .

This orientation covered the following topics:

• Introduction to the Court Structure

• Review of the Court Employee Human Resource Manual

• Ethics Training

• Sexual Harassment Training

• Payroll/Timesheet Training

• Political Activity Review

• Benefits Review

Signature:

Name:

Date:

9/16/2024

MARION SUPERIOR COURT 2451 North Keystone Avenue

Indianapolis, IN 46218

Juvenile Division 317-***-****

INDY.GOV

STATEMENT OF CONFIDENTIALITY/ UPDATED 8.5.2021 1

Statement of Confidentiality

As an employee with the Marion Superior Court, Juvenile Division, I understand the I may be in contact with confidential information. Any relationship with the children involved with the Marion Superior Court, Juvenile Division is also confidential in nature. I understand that I may only talk about a child I am working with and their status with the Court, the child’s Probation Officer, Probation Supervisor or other authorized representations of the Court. I also understand that discussing the child’s situation with anyone other than those addressed above is a breach of the child’s right to confidentiality. By affixing my signature to this document, I am stating I understand the issue of confidentiality and agree to abide by it. I also agree that if I have any questions pertaining to the issue of confide3ntiality, I will discuss these with my Supervisor or Division Head.

Employee Name (Printed)

Employee Signature Date

MARION SUPERIOR COURT 2451 North Keystone Avenue

Indianapolis, IN 46218

Juvenile Division 317-***-****

INDY.GOV

REPORTING CHILD ABUSE AND NEGLECT/ UPDATED 8.5.2021 1 Reporting Child Abuse and Neglect

Staff who provide direct services to youth (i.e., Detention Officer, Senior Officer, Activity Staff, Program Staff, Clinic Staff, RSR Staff, etc.) and those who supervise them have a legally mandated responsibility to report child abuse and neglect. Indiana Code 31-6-11-3, 4 and 16 defines and delineates legal reporting requirements concerning child abuse and neglect in the State of Indiana. Any person witnessing, suspecting or having knowledge of child abuse or neglect will immediately report the following to his/her immediate supervisor.

Name of the alleged victim(s)

Name of the alleged perpetrator(s)

Location of the incident

Staff of duty at the time (if applicable)

Any other pertinent information

I have read the above policy in its entirety and fully understand my responsibility to report any child abuse or neglect to my immediate supervisor. I also understand that I will be held accountable if I fail to comply with the aforementioned procedure.

Employee Name (Printed)

Employee Signature Date

MARION SUPERIOR COURT 2451 North Keystone Avenue

Indianapolis, IN 46218

Juvenile Division 317-***-****

INDY.GOV

RANDOM DRUG TESTING POLICY/ UPDATED 8.5.2021 1

Random Drug Testing Policy

Policy Statement

To maintain the highest level of public trust, confidence, respect and to protect the safety of the students, employees and the public, Marion Superior Court (the Court) has established a Random Drug Testing Policy. As a part of the Drug & Alcohol-Free Workplace Policy, Random Drug Testing is established to help ensure that all Marion County Juvenile Detention Center personnel who have direct care/contact with students at the Marion County Juvenile Detention Center are free from misuse of drugs and dependence on, or excessive use, of alcohol. Drug Program Manager

To administer the policies of the Random Drug Testing Policy, the Court has appointed a Drug Program Manager (DPM) who is the C.O.O./Director of Human Resources. The DPM will: Manage the Substance Abuse Program

Direct department personnel concerning when and where to report for drug testing.

Act on behalf of the Court to order department personnel to report for drug testing. Percentage of Employees Tested

Annually, approximately 25% of all employees will be randomly selected for substance abuse testing. The DPM will determine

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