Decision to Test
- Condition arises regarding their safety or productivity
- Supervisors must then decide as to whether there is reasonable cause to believe an employee is using or has used a prohibited drug.
- Verify the reasonable cause decision.
- Anonymous tips must be taken seriously but should not be the sole reason to initiate a request for a specimen.
- Hearsay is not an acceptable basis to warrant a test
The decision to test must be based on:
In making a determination of reasonable cause, the factors to be considered include, but are not limited to the following:
- Adequately documented pattern of unsatisfactory work performance, for which no apparent non‑impairment related reason exists, or a change in an employee’s prior pattern of work performance, especially where there is some evidence of drug related behavior on or off the work site.
- Physical signs and symptoms consistent with substance abuse.
- Evidence of illegal substance use, possession, sale, or delivery while on duty.
- Occurrence of a serious or potentially serious accident that may have been caused by human error, or flagrant violations of established safety, security, or other operational procedures.
- At least two of the employee’s supervisors, one of whom is trained in detection of the possible symptoms of drug use, shall substantiate and concur in the decision to test an employee.
- The concurrence by both supervisors can be accomplished by phone or by having another supervisor travel to the job site, if only one supervisor is available at that particular job site.