REASONABLE SUSPICION REPORT FORM Sample Clauses

REASONABLE SUSPICION REPORT FORM. This checklist is intended to assist a supervisor in referring a person for reasonable suspicion/cause drug and alcohol testing. The supervisor must identify at least three (3) contemporaneous indicia of impairment in two separate categories (e.g., Speech and Balance) in Section II, and fill out the Section III narrative. In the alternative, the supervisor must identify one of the direct evidence categories in Section I, and fill out the Section III narrative. ~Please print information~ Employee Name: Department: ; Division and Work Location: Date and Time of Occurrence: ; Incident Location:
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REASONABLE SUSPICION REPORT FORM. This checklist is intended to assist a supervisor in referring a person for reasonable suspicion/cause drug and alcohol testing. The supervisor must identify at least three (3) contemporaneous indicia of impairment in two separate categories (e.g., Speech and Balance) in Section II, and fill out the Section III narrative. In the alternative, the supervisor must identify one of the direct evidence categories in Section I, and fill out the Section III narrative. ~Please print information~ Employee Name:
REASONABLE SUSPICION REPORT FORM. Date: Location of incident/accident: Time: Accident related injuries? Yes No (circle) If yes, provide details. Provide a brief summary of accident: Description of other party(s) involved: Police at scene? Yes No (circle) If yes, provide jurisdiction: Name (Supervisor/Manager) Name (Supervisor/Manager) Date Date

Related to REASONABLE SUSPICION REPORT FORM

  • Reasonable Suspicion That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

  • Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:

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