Train Your Employees And Supervisors To Exercise Proper Reasonable Suspicion Considered one of the legal standards of proof in the United States is reasonable suspicion in regards to drug control in a company. A legal standard is important in that it properly balances each citizen's civil rights against the necessity of identifying criminal behavior. Equally critical and important, balancing both sides is important and there are strict rules that govern the way a situation can be evaluated. Law enforcement officers are given more leeway with actions that would otherwise be deemed as an intrusion of privacy if the suspicion is verified as being a fact. The definitions for reasonable suspicion as pertains to drug control differ from one state to another. Physical symptoms or manifestations of being under the influence of alcohol or drugs while on duty or at work is regarded as the common tenets of this proof. Some symptoms are pretty simple to a judge like dilated pupils and must be documented with photographs to help protect the organization from invasion of privacy liability. Far more subjective include other symptoms including a change in personality. This kind of evidence is usually much weaker for this reason because it is not solid proof. Nonetheless, it can be bolstered if two or more employees reach the same exact judgment. For these cases, documentation is even more vital. A time stamped video recording lasting 30 seconds or longer is suitable in the case of personality alterations. A second tenet of confirmation is the direct observation of alcohol or substance abuse while on the job. While on duty this consists of possession, sale or transfer of drugs. Perhaps most importantly, this proof is complete if the employee fails a drug test and goes through all the validation protocols that involves. By the rules of invasion of privacy, a manager cannot unilaterally choose a single employee and test him daily. Tests are limited in their frequency and generally must be administered through a scheduled protocol and not on the whim of a manager. A third party testing company must designate the exact dates for random screening. The procedures are enacted with stringent protocols during these alcohol or drug tests. An employee is unable to “take the fifth†on a drug test without garnering an aspect of guilt and jeopardizing his employment. Many rules regarding test protocols ensure that an individual cannot “cheat†on their tests, including a careful identify check of the person appearing for the test, and the banning of any objects brought into the testing area. Any violation of protocol invalidates the test and requires a repeat. If an employee tests positive for a substance, than a completely new protocol takes over. The MRO or a medical review officer verifies the test and comes to a conclusion. Then the employee is offered a chance to produce a reason behind the positive test result. The lab must reconfirm a positive test with a split specimen in case an employee challenges the results. Training is vital when understanding how to deal with suspected drug abuse and recognizing reasonable suspicion. The quality of training is often the key concern when selecting one drug
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Train Your Employees And Supervisors To Exercise Proper Reasonable Suspicion testing program provider over another. All workers are afforded this general training. In order to be the decision making body for a number of situations, managers must go through a thorough training course. While following all the legal requirements of the company and the government regulations, well trained employees and managers will be best prepared to provide for the safety of themselves and their clients through drug understanding. Western Aeromedical Consortium can provide the skills and training to satisfy all DOT reasonable suspicion requirements and guidelines. Take a look at http://www.faadrug.com/ to read more info on Western Aeromedical Consortium.
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