Reasonable Suspicion Testing
When Reasonable Suspicion
Testing is Required
Reasonable suspicion testing is required when the
supervisor has reasonable cause to believe that a CDL
driver may be impaired as a result of drug or alcohol use.
The supervisor's assessment is based on personal
observation of the driver's behavior.
Behavioral observations may include:
- The odor of alcohol on the employee's breath;
- Erratic behavior;
- Unsteady gait, etc.
Where possible, the supervisor's observation should be
corroborated by another person.
Employing Unit Responsibilities
- Document in writing the behaviors that gave rise to the
suspicion that the employee is under the influence of
drug and/or alcohol.
- If there is a witness, have the witness
document his/her observations.
- Complete the Test Authorization Form which instructs the laboratory that both drug
and alcohol tests are to be performed.
- Transport the employee to immediately the collection site. Take the FEDERAL DRUG TESTING CUSTODY
AND CONTROL FORM and the completed Test Authorization Form and and
present both forms to the technician or receptionist.
- Note that some labs only do drug tests and
others to both drug and alcohol tests. be sure
to send the employee to a lab that does both
drug and alcohol testing.
- The employee must NOT be given advance
notification of the test.
- The employee may not refuse or defer the test.
- If an employee refuses for any reason to go for a test,
the refusal must be treated as a positive test. Contact
Resources Consultant (HRC) immediately.
- If an employee informs you that he/she expects to test
positive for drugs or alcohol the employee must be sent
for testing but do not allow the employee to drive
him/herself to the collection site. Contact your HRC immediately.
- Arrange transportation for the driver to the collection site. Do not let
the driver drive him or her self to the collection site.
- Notify your unit's HRC.
- Maintain records relating to post accident testing in
accordance with Records Retention
- This includes documentation as to the reason
that reasonable suspicion testing was required.
- Notify your unit's HRC of
the employee's test results.
Test results are reported in the same manner as for random testing.