Maintaining a productive and, most importantly, safe work environment should be the highest priority for any organization. Workplace safety is not limited to physical hazards; it also encompasses addressing the risks associated with substance abuse among employees. Drug and alcohol use can impair judgment, coordination, and overall performance leading to potential accidents. Let’s explore the concept of reasonable suspicion, its significance in identifying substance abuse concerns, and the role of drug and alcohol testing in promoting a secure and compliant workplace.

Understanding Reasonable Suspicion

Reasonable suspicion is a legal standard allowing employers to conduct drug and alcohol testing based on objective evidence and observations. It arises when a supervisor or trained personnel have a reasonable belief, supported by specific facts and observations, that an employee is under the influence of drugs or alcohol while on the job.

Signs and Indicators of Workplace Intoxication

Supervisors and trained personnel should be familiar with signs and indicators that may give rise to reasonable suspicion, including but not limited to:

• Observable physical symptoms like slurred speech, unsteadiness, or bloodshot eyes.
• Behavioral changes such as erratic or aggressive behavior, confusion, or impaired coordination.
• Odor of alcohol or drugs on the employee’s breath or person.
• Abnormal or inconsistent performance, increased absenteeism, or frequent accidents.

When to Call a Professional Testing Service?

When an employer has reasonable suspicion that an employee is intoxicated while on the job, they can take appropriate action to address the situation. Here are some key considerations for employers to act upon reasonable suspicion:

• Objective Evidence: Reasonable suspicion should be based on specific, observable facts and behaviors rather than mere assumptions or personal beliefs. It is important to have tangible evidence to support the suspicion.
• Trained Observers: Employers often designate trained supervisors or personnel to recognize signs of impairment associated with drug or alcohol use. These individuals should have sufficient knowledge and training to accurately identify indicators of intoxication.
• Supporting Documentation: Documenting the observations and evidence supporting reasonable suspicion is essential. This includes noting the date, time, location, individuals involved, specific behaviors or symptoms observed, and any other relevant information.

How can OccuMed Help?

OccuMed’s Drug & Alcohol Testing, from a practical sense, allows employers to meet contractual and insurance requirements. Your ability to obtain work or a contract can be dependent on having a labor force that doesn’t have recent positive tests. Or, your insurance rates may be lowered so long as you provide your carrier with proof that your staff has no history of use. 

Learn more about our Drug & Alcohol Testing Services here.