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A checklist for supervisors to document observations that may indicate an employee is under the influence of drugs or alcohol, including various behavioral symptoms and a section for incident summary.
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How to fill out supervisors reasonable suspicion observation

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How to fill out Supervisor’s Reasonable Suspicion Observation Checklist

01
Begin by clearly stating the date and time of the observation.
02
Record the name of the employee being observed.
03
Provide a detailed description of the behavior observed that raised suspicion.
04
Note any physical signs or symptoms that were evident during the observation.
05
Include information about any witnesses or other relevant individuals present.
06
Use checkboxes or notes to indicate specific indicators of impairment, such as odor or coordination issues.
07
Sign and date the checklist upon completion.

Who needs Supervisor’s Reasonable Suspicion Observation Checklist?

01
Supervisors and managers who are responsible for monitoring employee behavior.
02
HR personnel involved in assessing workplace conduct.
03
Safety officers who may need to address substance-related issues.
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The Supervisor’s Reasonable Suspicion Observation Checklist is a tool used by supervisors to document observations that may indicate an employee is under the influence of drugs or alcohol while on duty.
Supervisors who suspect that an employee is impaired due to substance use are required to file the Supervisor’s Reasonable Suspicion Observation Checklist.
To fill out the checklist, supervisors should record specific behaviors and observations, noting the date, time, location, and details of the incident, while being objective and factual in their descriptions.
The purpose of the checklist is to provide a structured framework for supervisors to document their observations, which can help in making informed decisions regarding employee safety and compliance with workplace policies.
The checklist must report the employee’s name, supervisor’s name, date and time of observation, specific behaviors observed, any conversations held with the employee, and the overall conclusion regarding reasonable suspicion.
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