Last updated : November 11, 2024
Are you the supervisor at a company and curious about what goes into reasonable suspicion testing? USA Mobile Drug Testing of Northeast Ohio is here to provide answers to frequently asked questions (FAQs) surrounding drug and alcohol reasonable suspicion testing in this post.
As a supervisor, it is important to be able to identify if your employee may be under the influence of marijuana, opioids, stimulants, or alcohol. In order to determine whether or not to call for a reasonable suspicion drug and/or alcohol test, here are some FAQs to ask yourself.
QUESTION
Can I test someone whenever I want to based on a hunch or gut feeling?
ANSWER
No – there must be documentable signs and symptoms occurring now (contemporaneously) that are presently observable, articulable & documentable.
You can read more about the signs and symptoms of employees under the influence here.
QUESTION
Do I have to have more than one documentable sign/symptom to justify reasonable suspicion testing?
ANSWER
Most times there will be more than one, but exceptions when one is enough include:
- If an employee is directly observed to be in possession and consuming drugs and/or alcohol on the job
- The odor of an illicit substance on the individual (alcohol/marijuana)
Please reference this reasonable suspicion checklist for more information.
QUESTION
Why is the written documentation so important?
ANSWER
(1) To ensure that the observers are being accurate & objective
(2) So that you have a solid plan of action when discussing the situation with the employee
(3) For HR/liability reasons
QUESTION
Is it imperative that there be two observers every time?
ANSWER
It is HIGHLY recommended, unless absolutely impossible, that two managers/supervisors/HR observe the employee, document their observations and be present when having the conversation with the employee.
QUESTION
How do I start the conversation?
ANSWER
You can start by saying something like: “I have noticed some things that are concerning me about your behavior or performance at work. I want to make sure you are okay and discuss these observations with you.” Then, present your observations in a concise, calm and matter-of-fact manner.
QUESTION
What if the employee becomes confrontational?
ANSWER
If you’re concerned about your safety, remove yourself from the situation. If not, rely upon your documentation as a basis and support for both the conversation and subsequent testing. Stick to the plan.
DO NOT:
- Try and diagnose a problem
- Acquiesce or give in
- Enable or cover up for people
- Make threats, or
- Let the employee drive
QUESTION
Can an employee sue me if their test(s) are negative?
ANSWER
If you have a solid drug free workplace policy that you follow consistently, the employees are informed of it and the supervisors are trained on it, you are on firm legal ground and do not risk being sued.
QUESTION
Should I apologize to an employee if they are tested and their results are negative?
ANSWER
No. It sets a bad precedent. You based your decision to test on direct, specific observations. The company pays for the drug and alcohol testing. You strive to protect your employees and clients. IT’S ALL ABOUT SAFETY! If appropriate, you can thank your employee for complying with the request.
CONCLUSION
If you want to learn more about USA Mobile Drug Testing of Northeast Ohio’s supervisor reasonable suspicion training, check out this blog post. It provides a behind the scenes look at some of the most important information covered in our reasonable suspicion training program for supervisors. You can also read about our drug free workplace training program for your employees here.
If you handle reasonable suspicion drug and alcohol testing with clarity and professionalism, you can swiftly resolve the issue. USA Mobile Drug Testing of Northeast Ohio would be honored to help keep your workplace safe and drug free. Please contact us here to learn more about working with us.
