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14 verbatim mandatory provisions from Employment.
Eighteenth Judicial Circuit. Check the order's own effective and rescission dates before relying on it. Procedural information only; not legal advice.
• It is the policy of this Circuit that our employees shall not be involved in the unlawful use, possession, manufacture, distribution, dispensation or sale of illegal drugs, drug paraphernalia, or the illegal use of prescription medication. • The use of alcohol at work, while performing work duties on or off work property or during lunch or work breaks; or the performance of work duties while under the influence of alcohol is prohibited. • If we are to continue to fulfill our responsibility to provide reliable and safe service to the public, and a safe work environment for our employees, employees must be physically and mentally fit to perform their duties safely and efficiently. • Any involvement with drugs/alcohol that adversely affects the workplace or the work environment will not be tolerated. 3. • Off the job illegal drug activity or alcohol abuse that could have an adverse effect on the employee’s job performance or that could jeopardize the safety of other employees, the public, the Circuit equipment, or the Circuit’s relations with the public will not be tolerated. • Offers of employment will be made, contingent upon satisfactorily passing a drug screen prior to reporting to work. • If the drug screen results indicate the presence of drugs or controlled substances, the applicant will not be considered further for employment. • Any employee reporting to work visibly impaired will be deemed unable to properly perform required duties and will not be allowed to work. • The supervisor must discuss with the employee the observations and inquire whether the employee is under the influence of drugs or alcohol. • If a supervisor has reasonable suspicion that an employee is using or has used drugs/alcohol in violation of this policy and determines that a drug/alcohol screen is necessary, prior approval from Court Administration, Designated Administrative Judge and/or Chief Judge is required. • The employee in question shall be accompanied by the supervisor and/or designated staff member. • The employee must also explain why the test results do not constitute a violation of this policy. • Unless otherwise authorized, such information will not be released without a written consent form, signed voluntarily by the person tested. 3. • Medications that affect drug testing Employees will be given an opportunity, prior to and after testing, on a confidential basis, to provide any information to the medical review officer at the testing laboratory that they consider relevant to the test including identifications of currently or recently used prescription and non-prescription medications or other relevant medical information.
It is the policy of this Circuit that our employees shall not be involved in the unlawful use, possession, manufacture, distribution, dispensation or sale of illegal drugs, drug paraphernalia, or the illegal use of prescription medication.
Reviewer note: Document sha256: 8209a311d5270906cb43b6e5a5f12707a8c75b5c2f64ed1208d249c0b9b7117d (74186 bytes). BenchPath harvested this circuit itself because no research corpus existed for it. Extraction is conservative: mandatory-language sentences only, so this rule is a faithful subset of the order, never a summary of it. Verbatim from the order's own text layer, harvested 2026-07-24; whitespace normalised only. No OCR was used. Only sentences containing mandatory language (shall, must, may not, no later than, within N) are reproduced — the full document is in custody and is the controlling text. [moved from the text 2026-09-14]
9 verbatim requirements from 4th Circuit Administrative Order 1997-10.
6 verbatim requirements from 4th Circuit Administrative Order 1997-13.