The idea of approaching an employee with a reasonable suspicion can be unfamiliar or uncomfortable territory among managers and supervisors.  To eliminate concerns, the core purpose of reasonable suspicion should be understood.

Reasonable suspicion is meant to identify, document, and address potentially hazardous situations and is not meant to:

• Prove the misuse of drugs or alcohol
• Diagnose a substance abuse issue
• Provide substance abuse expertise or counselling

One of the biggest concerns regarding cause for reasonable suspicion is whether the employer’s suspicion was objectively reasonable under the circumstances.  Employers should define cause for reasonable suspicion in their drug testing policy and identify specific behaviours that may trigger such suspicion.  To develop this definition, we recommend that employers consult their legal counsel to specifically define reasonable suspicion, cause or probable cause.

If any employee is exhibiting signs that indicate they may not be fit for duty, refer to your company’s relevant workplace policy to determine how to proceed and how to address any specific situation.

For further information on this subject, click here.