b"YOUR TOOLKIT FOR BUILDING EXCELLENCEidentify signs of substance abuse and makebest practices:informed testing decisions. Monitor Behavioral Changes: Stay vigilant for Fair Identification Practices: Ensuring testingany changes in employees' behavior, appearance, is conducted without discrimination, based onor hygiene as potential indicators of substance objective observation rather than bias. abuse.Defined Consequences:Outlining clearDocument Observations: We said this before, disciplinary measures for refusal to comply withbut its worth repeating! Keep detailed records of testing. any substance-related paraphernalia or behavior.Transit Planning: If you suspect someoneConsiderMedicalEvaluations: Before is impaired and your reasonable suspicionconcluding substance abuse, evaluate if the testing is offsite, you absolutely must not letobserved impairment could be due to a medical them drive to it. Have an employee drive themcondition.or arrange a driver to the test and then home.EducateYourTeam:Ensurethatyour Letting someone drive, knowing you thinkmanagement team is well-trained in identifying theyre impaired, is a significant liability risksigns warranting reasonable suspicion testing.for organizations. Utilize a Checklist/Worksheet -Implementing a Document, Document, Document: Establishreasonable suspicion behavior checklist/worksheet a clear process for documentation around anyoffers several benefits, including:activity that raises concerns and ensure it isStandardization: Using a checklist provides applied uniformly across the organization. a standardized framework for supervisors Triggers for Testing to assess and document observed behaviors, Triggers for reasonable suspicion testing are based onensuring consistency in the evaluation process.specific observations by supervisors. These includeoObjectivity:The checklist helps supervisors appearance, behavior, speech, and body odor changesfocus on observable behaviors rather than that suggest impairment. It's crucial to remember thatsubjective judgments, promoting fairness and these observations alone do not confirm substancereducing the risk of bias in decision-making.abuse and could have other explanations. oCompliance: By following a checklist, Navigating State Regulations supervisors can ensure that they adhere to With 15 jurisdictions in the U.S. having laws aroundcompany policies and legal requirements reasonable suspicion drug testing, employers mustregarding reasonable suspicion testing, reducing stay informed about state-specific regulations. Thesethe risk of non-compliance.laws vary widely, with states like Alabama, Maine,oDocumentation: The checklist serves as a and Montana imposing stringent requirements akincomprehensive record of observed behaviors to federal standards for transportation workers,and the basis for the decision to initiate drug including the Department of Transportation (DOT)or alcohol testing, which can be crucial for legal guidelines. Employers must ensure complianceand regulatory purposes.not only with state mandates but also with DOToTraining:The checklist can be used as a training requirements for supervisor training in recognizingtool for supervisors, helping them recognize signs of substance abuse. Furthermore, severalsigns of impairment and understand the steps states offer incentives for maintaining a drug-freeto take when reasonable suspicion arises.workplace, with rebates on workers' compensationoRisk Mitigation: By promptly addressing premiums available to those who comply withpotential substance abuse issues through reasonable suspicion testing mandates. reasonable suspicion testing, employers can Best Practices for Implementation mitigate safety risks in the workplace and To effectively integrate reasonable suspicion drugprotect employees, customers, and the public testing into your workplace, consider the followingfrom harm.continued on page: 16 FRAME BUILDER - VOL5 5 / 15"