Determine the reasonable suspicion at workplace

 

A proper knowledge of reasonable suspicion is needed if you want to catch the abuser. JST Truck Permits serves small to big business segments.

Drugs and alcohol abusers in the workplace are very dangerous sign for your business and other employers. You have to be well attentive to catch the fish. It is assumed that about 70% percent of the drug abusers are employed. If there are drug abusers at your work place then you may have:

·        3.5 times more chances to be involved in an accident.

·        2.7 times more chances to be late during morning or more probably miss work.

·        Drug abuser use 3 times more health and medical benefits

·        10 – 20% overall less production value

Not only abusers will affect your business but they will also affect the work performance of other employers. So, what can be the solution?

Reasonable Suspicion Training

Reasonable suspicion is done if there are changes observed in behavioural and appearance of an employee. It may be due the substance abuse or consumption of alcohol. But the supervisor’s facts must be definite and have documented evidence of employee’s behaviour and performance graph.

 What if suspicion were wrong and employee took legal action against you? 

Actually, the truth is you are in more danger if you neglect such type of behavioural signs and performance graphs. It will not only cause you harm but also your company will go in loss.  It is actually good thing if you were wrong in your suspicion. The idea of reasonable suspicion is not to prove that you were right, but to avoid abuse substances from workplace and as a supervisor its your duty to provide a proper work environment to employers.

Company protocol

For the betterment of your employers its necessary that you must act fast against any allegation of drug and alcohol abuse. For this you need to prepare a protocol on how to implement reasonable suspicion testing when required. Confused??

Let JST Truck Permit help you with this…

General principles

·        Keep the process confidential as it should not be discussed with other employers

·        Consult with your DER (Designated Employer Representative)

·        Always rely on documented policy of your company

·        Performance issues could be due to other reasons too like family issues etc

·        Always keep in mind the real purpose of reasonable suspicion

At the end of the day everyone deserves to go home safely, so why not to promote healthy workplace environment by providing much needed training to supervisors, managers and employees to make workplace drug and alcohol-free zone.