What is the Reasonable Suspicion Drug/Alcohol Testing Procedure?

  1. Procedure for supervisors to follow when they suspect someone is under the influence of drugs or alcohol
  2. Documentation for carrying out the directive set forth by Board Policy #5801, establishing a drug and alcohol free workplace
  3. Underlying purpose is to maintain a safe environment for students, employees and the public

How does this procedure help supervisors enforce Board Policy #5801?

  1. Assists supervisors in identifying and documenting observedbehavior, appearance, speech or other conditions that mightlead one to reasonably believe the employee is under theinfluence of alcohol or drugs.  Documentation defendswhy they had a reasonable suspicion.
  2. Explains how to proceed with testing when there is a reasonable suspicion.

Key Points Regarding Procedure

  1. All employees have responsibility to report suspicious behavior to their supervisor and will be held accountable for such.  If it is their supervisor who is acting suspiciously, an employee should report to the next person in the chain of management, or to HR if no one in the management chain is immediately available.
  2. The supervisor should have a conversation with the employee as soon as possible explaining their reasons for suspicion. The supervisor should ask the employee if they are under the influence of alcohol or drugs. In addition, they should reference the Board Policy and the Reasonable Suspicion Policy; explaining the College’s position on a drug and alcohol free workplace.
  3. Call for a Public Safety Supervisor immediately (x20222) and when possible, call HR for assistance (x20565).
  4. Be aware that a medical emergency may be the reason for the suspicious behavior (i.e., diabetic shock may look like intoxication).  Public Safety is trained in this area – they will assess the situation and respond accordingly if it is a medical emergency.
  5. Document incident using the – “login required  Report for Reasonable Suspicion Testing” form.
  6. Always have second management witness, preferably a Public Safety Supervisor or HR Representative.
  7. If employee is to be drug/alcohol screened, they should be transported by Public Safety to McLaren Occupational Services (or McLaren ER if 3rd shift).  Make sure “Employer Authorization for Treatment form” is properly completed. 
  8. If employee refuses test, it is insubordination and an acknowledgment that he/she is under influence of alcohol and/or drugs.
  9. If it is determined employee is not in a condition to continue working or is unsafe, Public Safety will transport employee home (after proper treatment and testing have been conducted).  If employee refuses Public Safety transportation, he/she must make arrangements for a non-employee to provide transportation home.  The employee should never be allowed to drive when they are impaired.  Public Safety may arrest the employee if he/she attempts to leave campus.
  10. Employee is considered on a paid administrative leave until test results are received and discipline process is conducted.
  11. If not already involved, HR should be contacted regarding incident as soon as possible.