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The procedure outlines applicable situations, the supervisor observation and reporting steps, required documentation, notification to Human Resources leadership, testing requirements, and administrative leave pending results, ensuring fairness, accountability, and due process.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/forms/","Forms",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/reasonable-suspicion-testing-procedures-for-fcps-staff/281300/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/reasonable-suspicion-testing-procedures-for-fcps-staff/281300.png","ImageObject",442,249,{"name":42,"@type":43},"Felix Montgomery","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-23","2026-09-16",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",7,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the purpose of this Regulation?","Question",{"text":63,"@type":64},"The Regulation provides guidelines for identifying, documenting, and responding to reasonable suspicion cases involving drugs or alcohol in a legally compliant manner while safeguarding rights and maintaining a safe environment.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How is “Reasonable Suspicion” defined?",{"text":68,"@type":64},"Reasonable Suspicion is a belief based on facts and/or observances that an employee is under the influence of drugs or alcohol.",{"name":70,"@type":61,"acceptedAnswer":71},"What steps must a supervisor follow during business hours when reasonable suspicion is reported?",{"text":72,"@type":64},"The supervisor should discreetly observe and investigate, document observed behaviors using the required form, notify the appropriate Senior Manager in Human Resources, privately approach and ask the employee to explain, require reasonable suspicion testing if warranted, and place the employee on paid administrative leave pending results.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},281300,1791405793,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,113,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":111,"slug":112},17,40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},18,"Letters",30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":110,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":33,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":26},549768064778,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","A. Purpose  \nThe purpose of this Regulation is to establish clear guidelines for identifying, documenting, and responding to reasonable suspicion cases in accordance with applicable laws, Board of Education of Frederick County (Board) Policies, and Frederick County Public Schools (FCPS) Regulations. This Regulation ensures that all actions taken are consistent, objective, and legally compliant, safeguarding the rights of individuals while maintaining a safe and professional environment. It provides staff with the necessary procedures to assess and address situations where reasonable suspicion exists, ensuring fairness, accountability, and due process in all investigative and disciplinary actions.  \nB. Background  \nBoard Policy 112, Promoting a Drug-Free, Alcohol-Free, and Tobacco/Vaping-Free Environment, is designed to ensure that all FCPS employees maintain a safe and productive work environment, free from the adverse effects of drug and alcohol use. This Regulation aligns with State and federal laws governing workplace safety, drug and alcohol testing, and the protection of employee rights. By implementing this procedure, FCPS reaffirms its commitment to a drug-free workplace, while also ensuring that all employees are treated with fairness, dignity, and respect throughout the process.  \nC. Definitions  \n1. “Coach” is defined to mean an individual, either paid or volunteer, who teaches, guides, and supports student athletes to help them improve their skills, performance, and teamwork in a sport.  \n2. “Contractor” is defined to mean a person providing specific goods or services through a formal agreement, or contract, with FCPS.  \n3. “Employee” is defined to mean certificated and non-certificated personnel whether benefited or non-benefited who are employed by FCPS.  \n4. “FCPS-Sponsored Activity” is defined to mean any FCPS endorsed activity involving students that is supervised by FCPS staff on school grounds as described in the “School Grounds” definition below.  \n5. “Reasonable Suspicion” is defined to mean a belief based upon facts and/or observances that an employee is under the influence of drugs or alcohol.  \n6. “School Property” or “School Grounds” is defined to mean any school or other FCPS facility, including grounds owned or operated by FCPS, FCPS buses and other FCPS vehicles, chartered vehicles, and the facility and/or grounds of any FCPS-sponsored  \nactivity involving students.  \n7. “Staff” is defined to mean employees, paid and volunteer coaches, contractors, and vendors working with students, all of whom have been fingerprinted by FCPS.  \n8. “Under the Influence” is defined to mean having a detectable level of drugs or alcohol in the system that impairs the ability to perform work duties safely and effectively.  \nD. Procedures  \n1. Applicability. This Regulation applies to all FCPS staff who are suspected of being under the influence of drugs or alcohol while performing duties or participating in FCPSsponsored activities, whether the drug or alcohol use occurred before or during the individual’s work day. It governs incidents occurring during official business hours, second-shift operations, after-hours events, and weekend activities. This includes activities conducted both on school property and off-site, when such activities are related to official duties, represent the school system, or are part of FCPS-sponsored events or business functions.  \n2. During Business Hours Process  \na. When a supervisor observes behavior, or receives a report of behavior, that suggest an employee may be under the influence of drugs or alcohol, the following steps shall betaken:  \ni. The supervisor should act immediately to discreetly observe the employee and investigate the allegations. This may include, but is not limited to, observing the employee in their work environment or asking to meet with the employee.  \nii. The supervisor shall note their observation of the employee’s actions and behaviors using the Reasonable Suspici","cbCaiuhU0uXJ1XeM","https://ap.wps.com/l/cbCaiuhU0uXJ1XeM","pdf",621974,"English","# Purpose\n# Background\n# Definitions\n## Key terms\n# Procedures\n## Applicability\n## During business hours process","[{\"question\":\"What is the purpose of this Regulation?\",\"answer\":\"The Regulation provides guidelines for identifying, documenting, and responding to reasonable suspicion cases involving drugs or alcohol in a legally compliant manner while safeguarding rights and maintaining a safe environment.\"},{\"question\":\"How is “Reasonable Suspicion” defined?\",\"answer\":\"Reasonable Suspicion is a belief based on facts and/or observances that an employee is under the influence of drugs or alcohol.\"},{\"question\":\"What steps must a supervisor follow during business hours when reasonable suspicion is reported?\",\"answer\":\"The supervisor should discreetly observe and investigate, document observed behaviors using the required form, notify the appropriate Senior Manager in Human Resources, privately approach and ask the employee to explain, require reasonable suspicion testing if warranted, and place the employee on paid administrative leave pending results.\"}]","Reasonable Suspicion Testing - Procedures for FCPS Staff | PDF",1789565396]