Assists supervisors in identifying and documenting observedbehavior, appearance, speech or other conditions that mightlead one to reasonably
believe the employee is under theinfluence of alcohol or drugs. Documentation defendswhy
they had a reasonable suspicion.
Explains how to proceed with testing when there is a reasonable suspicion.
Key Points Regarding Procedure
All employees have responsibility to report suspicious behavior to their supervisor
and will be held accountable for such. If it is their supervisor who is acting suspiciously,
an employee should report to the next person in the chain of management, or to HR
if no one in the management chain is immediately available.
The supervisor should have a conversation with the employee as soon as possible explaining
their reasons for suspicion. The supervisor should ask the employee if they are under
the influence of alcohol or drugs. In addition, they should reference the Board Policy
and the Reasonable Suspicion Policy; explaining the College’s position on a drug and
alcohol free workplace.
Call for a Public Safety Supervisor immediately (x20222) and when possible, call HR
for assistance (x20565).
Be aware that a medical emergency may be the reason for the suspicious behavior (i.e.,
diabetic shock may look like intoxication). Public Safety is trained in this area
– they will assess the situation and respond accordingly if it is a medical emergency.
Always have second management witness, preferably a Public Safety Supervisor or HR
Representative.
If employee is to be drug/alcohol screened, they should be transported by Public Safety
to McLaren Occupational Services (or McLaren ER if 3rd shift). Make sure “Employer
Authorization for Treatment form” is properly completed.
If employee refuses test, it is insubordination and an acknowledgment that he/she
is under influence of alcohol and/or drugs.
If it is determined employee is not in a condition to continue working or is unsafe,
Public Safety will transport employee home (after proper treatment and testing have
been conducted). If employee refuses Public Safety transportation, he/she must make
arrangements for a non-employee to provide transportation home. The employee should never be allowed to drive when they are impaired. Public Safety may arrest the employee if he/she attempts to leave campus.
Employee is considered on a paid administrative leave until test results are received
and discipline process is conducted.
If not already involved, HR should be contacted regarding incident as soon as possible.
