Making a reasonable suspicion
determination is never fun. Make sure to
document the date and time as well as the observed behavior or cause for the
reasonable suspicion test. Using a
standardized form can ensure that all the correct steps are followed. Approaching an employee who may be under the
influence needs to be done in a way that shows concern for the employee.
First and foremost do not show anger, and do
not accuse the employee. A positive drug
or alcohol test can be a career ending event for a driver, and if you show
anger towards the employee it could escalate the situation. Let the employee know what you have observed
(slurred speech, odor, motor skill problems) and ask if there could be another
explanation for what you observed. Tell
the employee that they are going to be sent for a drug and/or alcohol test just
to rule substances out as a possible cause.
Never
have the employee drive themselves to the testing location, because if they
cause an accident on the way the company could be liable for damages. If you made the reasonable suspicion determination
try to have someone else drive them to the testing site. The employee will be less likely to get
violent if they are not alone with the person who is having them sent for the
test. Remember that this you only have a
suspicion that the employee is under the influence.
Sometimes
suspicions can be wrong, so it is important that you are polite and respectful
towards employees who are sent for reasonable suspicions. Being kind and professional
saves face and avoids an awkward work relationship if the employee does not
test positive. Finally make sure that
only supervisors that have taken a supervisor training course are making reasonable
suspicion determinations. Safety as aService offers an online training course for supervisors.
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