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REASONABLE SUSPICION CHECKLIST Employees Name Title Dept. Date and Time The purpose of this form is to help you decide if you have reasonable grounds to suspect that an employee is using drugs or

How to fill out reasonable suspicion checklist

How to fill out a reasonable suspicion checklist:

1. First, gather all relevant information and documentation related to the individual in question. This may include previous incidents, behavioral patterns, and any observed signs or symptoms that indicate possible substance abuse or impairment.
2. Identify the person who will be responsible for completing the checklist. This is typically a supervisor or manager who has been trained to recognize and document signs of drug or alcohol use.
3. Begin by documenting the date and time of the observation, as well as the location where the employee or individual was observed.
4. Next, list the specific signs or symptoms that raise reasonable suspicion. These can include physical symptoms such as bloodshot eyes, slurred speech, or unsteady gait, as well as behavioral changes like sudden mood swings, decreased productivity, or unexplained absences.
5. Provide detailed descriptions of each observed sign or symptom. Be objective and avoid making assumptions or judgments. Use clear and concise language to describe what was observed.
6. If possible, include any witness statements or supporting evidence from other employees or individuals who may have also observed the concerning behavior.
7. Finally, if applicable, include any additional notes or comments that may be relevant to the observation or the overall situation.

Who needs a reasonable suspicion checklist:

1. Employers: Employers are required by law to have policies and procedures in place to address workplace substance abuse. This includes conducting reasonable suspicion testing when there is a reasonable belief that an employee may be under the influence of drugs or alcohol while on the job.
2. Supervisors and Managers: Supervisors and managers play a crucial role in identifying and addressing substance abuse in the workplace. They are typically the ones responsible for filling out the reasonable suspicion checklist and initiating the testing process.
3. Human Resources: Human resources professionals are responsible for ensuring that company policies and procedures are followed when it comes to addressing substance abuse in the workplace. They may assist in reviewing and documenting the reasonable suspicion checklist and facilitating the testing process.

Note: The specific individuals who may need a reasonable suspicion checklist may vary depending on the organization and its policies. It is important to consult your organization's specific guidelines and legal requirements regarding reasonable suspicion testing.

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What is reasonable suspicion checklist?

A reasonable suspicion checklist is a tool used by employers to document observations and behaviors that may indicate an employee is under the influence of drugs or alcohol.

Who is required to file reasonable suspicion checklist?

Supervisors or designated company representatives are typically required to file a reasonable suspicion checklist.

How to fill out reasonable suspicion checklist?

To fill out a reasonable suspicion checklist, the supervisor or designated representative must document their observations, behaviors, and any testing that was conducted.

What is the purpose of reasonable suspicion checklist?

The purpose of a reasonable suspicion checklist is to ensure that proper documentation is kept when an employee is suspected of being under the influence of drugs or alcohol.

What information must be reported on reasonable suspicion checklist?

The reasonable suspicion checklist should include details of the employee's behavior, appearance, any statements made, and any testing that was conducted.