What Has To Be Understood About Reasonable Suspicion Reasonable suspicion as pertaining to drug control for a company is considered one of the legal standards of proof in the United States. A legal standard is important in that it properly balances each citizen's civil rights against the necessity of identifying criminal conduct. Because both sides of the balance are important and significant, strict rules govern the way a particular situation might be judged for this type of situation. Law enforcement officers are given more leeway with actions that could otherwise be deemed as an invasion of privacy if the suspicion is confirmed as being a fact. The descriptions for reasonable suspicion as concerns drug control differ from one state to another. Physical signs and symptoms or manifestations of being under the influence of alcohol or drugs while on duty or at work is easily the most common tenets of this proof. Some of these manifestations, such as dilated pupils, are straightforward to judge and should be documented with photographs to help protect the organization from an invasion of privacy liability. Other symptoms, such as a change in personality, tend to be more subjective. For that reason, this type of evidence is less strong. However, it can be supported if two or more employees reach the same judgment. Documentation is even more crucial in these kinds of circumstances. In the case of a personality change, a time-stamped video recording lasting 30 seconds or more is appropriate. The direct observation of drug or alcohol consumption while on the job is another element of proof. Additionally, it may include the possession, sale, or transfer of drugs when on duty. This proof is complete if the employees fails a drug test, which is probably most significant and goes through all the validation protocols that are mandatory. A supervisor cannot unilaterally choose a single employee and test him daily according to the rules of invasion of privacy. Tests are restricted in their frequency and customarily must be administered through a scheduled standard protocol and not on the whim of a manager. The precise dates for random testing needs to be specified by a third party testing agent. During drug or alcohol testing, the operations are enacted with strict protocols. Not only risking employment, any employee that declines a drug test garners an element of guilt. Many guidelines regarding test protocols ensure that a person cannot â€œcheatâ€ on their tests, including a careful identify check of the person appearing for the test, and the prohibiting of any objects brought into the testing area. A repeat testing will be required for anyone who breaches protocol. A whole new protocol takes over in the event an employee tests positive for a drug. The MRO or a medical review officer certifies the test and arrives at a conclusion. Any positive test results result in the employee receiving the chance to produce a reason for that conclusion. If the employee challenges the result, the lab must reconfirm the positive test by using a split specimen. The key to understanding reasonable suspicion and how to deal with suspected substance abuse is training. When selecting one drug testing program over another, the caliber of the training is usually the primary factor. Basic training is afforded all personnel. Leaders must go through even more comprehensive training, to be the decision making body for a range of situations. Properly trained employees and managers will be the best prepared to provide for the safety of themselves Western Aero Medical Consortium
What Has To Be Understood About Reasonable Suspicion and their customers through drug recognition, while obeying all the legal requirements of their business and government regulations. Western Aeromedical Consortium can present you with the skills and training to fulfill all DOT reasonable suspicion guidelines and requirements. For lots more info on Western Aeromedical Consortium, see them at their site, http://www.faadrug.com/.
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