Reasonable-suspicion testing is one of the most sensitive parts of a workplace testing program. Employers need a process that focuses on observable facts, documentation, employee safety, and the rules or policy that apply.
Use observable information
A decision should not be based only on rumor, personality conflict, or a vague feeling. Supervisors should document specific observations and follow the company’s established procedure.
Know whether DOT rules apply
DOT-regulated reasonable-suspicion testing has specific requirements that can differ from a Non-DOT company policy. Employers with regulated employees should ensure the responsible supervisors receive the training required by the applicable agency.
Document before details are forgotten
Write down the observations, timing, people involved, and steps taken. Good documentation supports consistency and helps the employer explain why the testing decision was made.
Plan transportation and safety
If an employee appears impaired, do not create an additional safety risk by simply telling the person to drive to a collection site. Follow your company’s safety and transportation procedures.
Apply the policy consistently
A written policy and trained supervisors help reduce inconsistent decisions. Employers should also review applicable employment and privacy requirements.
Test Pro LLC can coordinate testing once the employer has made the appropriate testing determination.