Get Reasonable Suspicion And Post - Accident Drug ... - City Of Riverside - Riversideca

definition of reasonable suspicion The CalHR rules define reasonable suspicion as: ". . . good faith belief, based on articulable facts or evidence that the employee has violated the policy . . . and that substance testing would reveal evidence related to that violation." ( Title 2, CCR, Article 29, section 599.962.

Before sending someone for a reasonable suspicion drug test, follow these 5 steps: Observe behaviors to confirm reasonable suspicion. Confirm reasonable suspicion with another supervisor or manager. Document reasonable suspicion. Confront the employee about your suspicions.

There are nine basic steps that must be followed if you believe an employee is impaired: Listen to the Complaint. Observe the Employee. Remove the Employee from Safety-Sensitive Areas. Document and Observe Again. Assess the Situation. Meet with the Employee. Prepare Transportation. Send the Employee for Testing.

California employers should only conduct post-accident drug testing when they believe the individual caused or contributed to the accident.

Reasonable Suspicion determinations must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odor of the safety-sensitive employee. Summarize the facts and circumstances surrounding the incident. Attach additional sheets as needed.

The determination that reasonable suspicion exists must be based on specific, contemporaneous, articulable observations (seen, heard or smelled) concerning the appearance, behavior, speech or body odors of the employee.

(b) Reasonable belief for employee drug testing observed facts and behaviors may include: (1) Observable phenomena such as direct observation of drug or alcohol use, possession, or physical symptoms of being under the influence. (2) A pattern of abnormal conduct or erratic behavior.

What to Do if You Suspect an Employee Is Under the Influence Observe the Employee. ... Ask a Second Manager or Supervisor to Observe the Employee. ... Remove the Employee From Their Duties. ... Document Your Observations. ... Meet with the Employee. ... Send the Employee for Reasonable Suspicion Drug Testing.