What Is Reasonable Suspicion Testing?
Reasonable suspicion testing — sometimes called "for cause" testing — is drug or alcohol testing triggered by a supervisor's direct, documented observation of specific signs of impairment at work. It is one of the most powerful tools in a drug-free workplace program, and one of the most legally sensitive.
Done correctly, it protects your company and gets an impaired employee off the floor before something goes wrong. Done incorrectly, it exposes you to discrimination claims, wrongful termination suits, and in DOT programs, regulatory violations.
The Two Key Requirements
For a reasonable suspicion test to be defensible, two things must be true:
- The supervisor must be trained. For DOT employers, this means 60 minutes of drug training and 60 minutes of alcohol training. For non-DOT employers, training is strongly recommended and some states or insurance policies require it.
- The observation must be documented in writing, in real time. Vague impressions don't cut it. You need specific, observable, articulable facts.
What Signs Justify Reasonable Suspicion?
Observable signs that may support a reasonable suspicion determination include:
- Slurred speech or incoherent communication
- Glassy, red, or dilated eyes
- Smell of alcohol or marijuana
- Unsteady gait, poor coordination, or stumbling
- Erratic behavior or mood swings inconsistent with normal baseline
- Extreme drowsiness or inability to stay awake during a shift
- Admission of drug or alcohol use
- Unusual or irrational behavior beyond the employee's normal range
What does NOT count: Rumors from other employees, anonymous tips, poor performance alone, or a supervisor's general feeling that something is "off." Reasonable suspicion must be based on direct, first-hand observation by a trained supervisor.
Step-by-Step: What to Do When You Suspect Impairment
1. Do not confront the employee about drug or alcohol use. That is not your role in this moment. Simply document what you observe.
2. Write it down immediately. Note the time, location, specific behaviors observed, and any other relevant details. Use exact language — not "seemed drunk" but "smelled strongly of alcohol, had slurred speech, stumbled when walking to the break room."
3. If possible, have a second supervisor observe and document independently. Two sets of documented observations significantly strengthen your position.
4. Remove the employee from their duties. Do not allow them to continue working in a potentially impaired state. Do not allow them to drive themselves home.
5. Call On Point Drug Testing. Dial 619-241-4415. Tell us it's a reasonable suspicion situation. We'll come to you in San Diego County.
6. Do not delay the test. For alcohol especially, time is a factor — alcohol metabolizes. The longer you wait, the more diluted the evidence.
Confidentiality
The reasonable suspicion determination and any test results must be kept strictly confidential. The employee's coworkers should not be told why the employee was removed from duty. Violations of this confidentiality can create additional legal exposure for your company.