[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-281298-105":53,"doc-detail-281298-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","reasonable-suspicion-how-to-document-for-reasonable-suspicion","Reasonable Suspicion - How to Document for Reasonable Suspicion","","Guide for supervisory personnel on documenting and managing workplace situations when an employee is suspected of being under the influence of drugs and/or alcohol. Covers step-by-step handling: identifying the initial concern source, conducting firsthand observations with at least two supervisors, removing employees from safety-sensitive areas, confirming suspicions, recording abnormal behaviors without diagnosing, and assessing next steps. Includes meeting procedures, union notification when applicable, consent form handling, transportation and testing workflow, waiting for results, and actions for refusals and negative or positive outcomes.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/reasonable-suspicion-how-to-document-for-reasonable-suspicion/281298/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/reasonable-suspicion-how-to-document-for-reasonable-suspicion/281298.png","ImageObject",442,249,{"name":88,"@type":89},"wps_ap_test_251126_0180","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-21","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",8,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What triggers reasonable suspicion documentation under the Substance Abuse Policy?","Question",{"text":109,"@type":110},"Concerns often originate from coworkers, citizens, or vendors before a supervisor notices. Documentation should record what was observed, when it was observed, whether others witnessed it, and whether it reflects a past pattern or new behavior.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Who must conduct the observations and how are they confirmed?",{"text":114,"@type":110},"Firsthand observation should be made by two supervisory personnel. After the initial observer documents concerns, a second supervisor performs their own firsthand observation, with rare exceptions proceeding to the next step if a second observer is unavailable.",{"name":116,"@type":107,"acceptedAnswer":117},"What should happen after testing results are received?",{"text":118,"@type":110},"If results are negative, the employee should be returned to work. If results are positive, the employee must be relieved of duty and transportation home arranged; if the employee refuses testing, refusal is treated as a positive result and authorities should be contacted if the employee attempts to drive.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},281298,1790229564,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":47,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":73},8796095027276,"https://avatar.qwps.com/avatar/d3BzX2FwX3Rlc3RfMjUxMTI2XzAxODA=","How to Guide:  \nHow to Document for Reasonable Suspicion  \nWhat do you do if you suspect an employee is under the influence of drugs and/or alcohol at work? This guide will walk you through the steps supervisory personnel should take to properly execute and document situations under our Substance Abuse Policy.  \nPlease note: Any department head, supervisor, or any employee designated as a supervisor who does not relieve an employee suspected of being under the influence of alcohol, drugs or chemicals shall be subject to disciplinary action.  \nStep 1 : Identifying employee  \nConcerns that an employee is under the influence often come from co-workers or citizens or even vendors before it is noticed by a supervisor or department head. You do not want to send an employee for testing based on hearsay or gossip, but you should document the complaint or concerns of individuals who bring this information forward. Take a few extra minutes to ask what was observed, when it was observed and if others witnessed this or commented on this situation. You also want to know if this is something that has happened in the past (a pattern of behavior) or new behavior.  \nStep 2 : Observations by supervisory personnel  \nFirsthand observation should be made by two supervisory personnel. Immediately upon notice of this type of concern, the department head, supervisor or HR supervisor should go to this employee’s work area for firsthand observation. They may be able to observe the employee from afar, but usually they will need to talk with the employee directly to observe any smell of alcohol, eye dilation, slurred speech or other behaviors.  \nStep 3 : Removing from safety sensitive areas  \nIf this employee is working around machinery or heavy equipment or is in any other type of safety-sensitive job, or is acting out in a way that appears to be a safety concern for the employee or others, you shall remove the employee from the work area immediately and ask him or her to wait in a conference room or an office.  \nStep 4 : Observations by another person  \nThe department head, supervisor or HR supervisor who performed the initial observation should seek a second supervisor to confirm initial suspicions. This second observer should perform his or her own firsthand observation of the employee. There may be a rare occasion when a second supervisor is not available (i.e.: midnight shift), proceed to Step 5.  \nStep 5: Documenting observations  \nBoth observers should clearly document their observations, including any abnormal behaviors. You want to be as specific as possible in your description, but do not attempt to diagnose the situation. Please use the attached form, Reasonable Suspicion Observation Form, as a guide to assist you with the documentation.  \nStep 6: Assessing situation  \nAfter the situation has been clearly documented, you need to assess what you know and observed to determine next steps. If both observers witnessed behaviors that create a suspicion and the documentation supports this, then proceed with step 7. If there is disagreement, you may need to bring in a third party to also observe and help make a determination. You may decide you don’t have anything that leads you to a reasonable suspicion of use of drugs and/or alcohol outside of an employee complaint. You do not want to send an employee for testing unless you have documented concerns that support a reasonable suspicion.  \nStep 7 : Meeting with employee  \nIf the employee is covered by a union, a union officer/representative shall be notified. You will want to meet with the employee and a witness ; the meeting should include the employee, the supervisor(s), human resources, and a union representative if possible. During this meeting you should clearly explain what has been observed or documented by supervisory personnel. Then explain that in order to rule out the possibility the employee is in violation of the City’s  Substance Abuse Policy, you will be sending the employee for a drug","cbCaicoWgobR31yk","https://ap.wps.com/l/cbCaicoWgobR31yk","pdf",130221,"English","# How to Document for Reasonable Suspicion\n## Step 1 : Identifying employee\n## Step 2 : Observations by supervisory personnel\n## Step 3 : Removing from safety sensitive areas\n## Step 4 : Observations by another person\n## Step 5 : Documenting observations\n## Step 6 : Assessing situation\n## Step 7 : Meeting with employee\n## Step 8 : Preparing transportation\n## Step 9 : Sending for testing\n## Step 10 : Waiting for results\n## Step 11 : Refusing the test\n## Step 12 : Results are negative\n## Step 13 : Results are positive","[{\"question\":\"What triggers reasonable suspicion documentation under the Substance Abuse Policy?\",\"answer\":\"Concerns often originate from coworkers, citizens, or vendors before a supervisor notices. Documentation should record what was observed, when it was observed, whether others witnessed it, and whether it reflects a past pattern or new behavior.\"},{\"question\":\"Who must conduct the observations and how are they confirmed?\",\"answer\":\"Firsthand observation should be made by two supervisory personnel. After the initial observer documents concerns, a second supervisor performs their own firsthand observation, with rare exceptions proceeding to the next step if a second observer is unavailable.\"},{\"question\":\"What should happen after testing results are received?\",\"answer\":\"If results are negative, the employee should be returned to work. If results are positive, the employee must be relieved of duty and transportation home arranged; if the employee refuses testing, refusal is treated as a positive result and authorities should be contacted if the employee attempts to drive.\"}]","Reasonable Suspicion - How to Document for Reasonable Suspicion | PDF",1789565373]