Yes, we have a nationwide partner network of over 6,500 occupational health clinics, as well as over 140 mobile units and on-demand test kits. Talk to our team for your choice of on-site or near-site testing options.
Reasonable Suspicion Drug Testing
An employee’s behavior in the workplace suggests very recent drug or alcohol use. Before a serious incident occurs, a supervisor must decide whether the employee’s actions warrant a reasonable suspicion drug test.
Examinetics supports companies and their supervisors by providing thorough and professional Reasonable Suspicion Drug Testing services. Avoid potential risks through our precise drug testing, backed by experienced Medical Review Officers. We can also provide supervisor training, policy support, and program audits.
As part of Examinetics’ broader employee drug testing program, our team works to meet the requirements for legal, safe, and effective reasonable suspicion drug testing services. Learn how our professionals assist with companies’ occupational health and safety needs today.
Examinetics supports companies and their supervisors by providing thorough and professional Reasonable Suspicion Drug Testing services. Avoid potential risks through our precise drug testing, backed by experienced Medical Review Officers. We can also provide supervisor training, policy support, and program audits.
As part of Examinetics’ broader employee drug testing program, our team works to meet the requirements for legal, safe, and effective reasonable suspicion drug testing services. Learn how our professionals assist with companies’ occupational health and safety needs today.
What Is Reasonable Suspicion Drug Testing?
When a trained supervisor notices an employee is exhibiting signs of drug or alcohol use while on the job, that gives them “reasonable suspicion.” This scenario often warrants that an employer send the suspected employee for reasonable suspicion drug testing.
What Employers Must Do Before Testing an Employee
In order to avoid legal exposure while prioritizing employee safety, companies must ensure their suspicions are based on these three elements:
- 1. Specific behaviors that indicate the employee is under the influence, like slurred speech, drowsiness, and strong chemical odors
- 2. Reports that are recent, not past behavior from weeks earlier
- 3. Indicators that are clear and describable enough to write down so they can serve as reasonable evidence later on
If an employer is not thorough in suspecting an employee enough to send them in for reasonable suspicion testing, they may be vulnerable to a lawsuit.
Reasonable-suspicion drug testing also helps ensure workplace safety in many high-risk industries, such as construction or manufacturing.
What Supervisors Should Look for Before Suggesting a Reasonable Suspicion Test
Reasonable suspicion tests can only be administered based on objective evidence from supervisors trained in observing and reporting on clear signs of drug and alcohol use.
This doesn’t mean they are trained to diagnose an employee, but rather that they’re prepared to identify potential substance abuse and recommend appropriate testing. Here are some major indicators supervisors are taught to look for from reasonable suspicion training:
Speech
- Rapid or slurred speech
- Incoherent conversations
- Unusual periods of quiet or loudness
Dress & Appearance
- Disheveled or mismatched clothing
- Bloodshot or watery eyes
- Dilated pupils
- Sweating profusely
Behavioral Changes
- Strange or erratic behavior
- Unsteady gait
- Difficulty following instructions
- Sudden emotional swings
- Unexplained drops in performance
Body Odor
- Scent of chemicals or marijuana on employees’ clothes
- Smell of alcohol on the breath
What Doesn’t Count as Reasonable Suspicion
It does not count as reasonable suspicion if an employee’s drug or alcohol use is reported based on rumors, a vague gut feeling, the employee’s past history, or simply an unreliable secondhand account from a coworker.
Only direct observation of their actions and behavior by a trained supervisor can be used as the basis for sending the suspected employee in for drug testing.
How Examinetics Supports Reasonable Suspicion Drug Testing
Examinetics’ comprehensive employee drug testing services offer a range of benefits that help you set and maintain a drug- and alcohol-free workplace policy. Our services help companies maintain an effective reasonable suspicion testing process in the following ways:
- Variety of Testing Locations – We can provide your choice of test options for employees, including onsite drug testing, clinical testing, or on-demand test kits, depending on the particular drug you are testing for.
- In-House MRO Reviews – Our own Medical Review Officers directly evaluate your employee’s results, quickly verifying and returning them within 24 hours.
- Legal & Medical Experience – We have deep experience with the complexities of occupational health and safety policies across states and industries, enabling us to help you administer drug testing properly.
- Thorough Training & Program Audits – We can help with required supervisor training and drug program audits, ensuring you can establish a solid reasonable-suspicion policy for the company.
- Consistent National Service Coverage – Through one partner, get access to rapid drug and alcohol testing services across the US, plus a secure and centralized online portal to easily review test results and reports.
Our Same-Day Testing Options
Examinetics provides a number of different drug and alcohol tests. Companies gain access to several methods of detecting various forms of substance abuse. All testing methods are designed to comply with company policy and state regulations. Some of the different collection options we provide include:
Breath Alcohol Testing
This quick test applies only to alcohol testing. It is quick, effective, non-invasive, and simply requires the appropriate device.
No lengthy lab tests are necessary, and it works well for reasonable-suspicion tests because it measures an employee’s current level of impairment.
Saliva Testing
A simple, fast swab collection that can be instant or lab-based. This non-invasive method can test for substance use within 24 to 48 hours. We offer multiple panel options for drugs and alcohol.
All collections are done under our direct observation, ensuring privacy and preventing tampering. This is our top choice for most reasonable suspicion testing needs.
Urine Testing
Examinetics also helps many companies remain compliant with Federal Motor Carrier Safety Administration (FMCSA) and Department of Transportation (DOT) regulations by providing efficient urine drug testing.
We offer multiple panel options and ensure fast turnaround times within the 24- to 72-hour detection window for urine testing.
The Reasonable Suspicion Drug Testing Process
If a reasonable suspicion situation arises, knowing how the testing process should work can help maintain a productive work environment. Here’s a step-by-step review of the reasonable suspicion testing process:
Step 1
A trained supervisor first sees and records observable signs of an employee’s abnormal behavior, recognizing signs of drug or alcohol abuse. They make sure to accurately write what they saw, heard, and smelled, as well as the date and time when this occurred.
Step 2
If possible, a second supervisor who has also received reasonable suspicion training may provide their own independent observations. This isn’t required, but it is common practice to ensure the original report’s validity.
Step 3
The employee who showcases signs of substance use in the workplace is then removed immediately from their duties and cannot return until they have been tested and the situation is resolved.
Step 4
The employer sets up an immediate reasonable-suspicion testing appointment, often through a partner provider such as Examinetics. Depending on the type of test required and the company’s policies, they may use a drug-testing kit or a breathalyzer. Our team’s dedication and years of experience in occupational testing can ensure reduced instances of mishandling and tampering.
Step 5
After collection and screenings are finished, our in-house Medical Review Officers will review all non-negative results. They’ll check to make sure there are no secondary causes, such as legitimate medications or undiagnosed medical conditions. Then, through an online portal, you’ll receive our final results.
Maintain a Safe, Drug-Free Workplace With Examinetics
Our team can help you cover every area of your company’s employee drug testing program, from return-to-duty and pre-employment testing to reasonable suspicion drug testing. Let us help you build a comprehensive drug-free workplace program and ensure your company navigates reasonable-suspicion situations effectively.
Frequently Asked Questions
Reasonable Suspicion Drug Testing
Yes, we can provide on-site and off-site testing locations, many of which are available outside business hours. That way, your employee can complete an immediate, reasonable-suspicion drug test wherever you and your company may be in the US.
Yes, they can. However, this may come with serious consequences for those in DOT-regulated positions. In that case, refusing a drug test means employers have to assume a positive result.
For non-DOT companies, the result may depend on your organization’s drug policy or state-based regulations.
Either way, Examinetics can help you establish an effective reasonable suspicion drug testing program.
Workplace drug testing can involve a number of tests, particularly pre-employment and random testing, both of which help employees remain accountable and keep workplaces safe and healthy.
Reasonable suspicion testing is another category under the umbrella of workplace drug testing. However, it is for a more specific case in which an employee appears to show up for work while under the influence of drugs or alcohol.
No. With Examinetics, a non-negative initial screening must be confirmed by a second, more accurate drug testing method. Then, a Medical Review Officer must verify whether the employee has legitimate medical prescriptions before making a final decision to report back to the employer.
Resources and Information
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