The following lists, Supervisor’s Guide – Work （以下列表,上司的指导u2014u2014工作）.pdf

The following lists, Supervisor’s Guide – Work Performance Behaviors, Alcohol and Drug Impairment Indicators, and Reality Testing may be printed and used to assist the supervisor in making a reasonable suspicion determination. In making a reasonable suspicion determination, the supervisor should follow these steps: 1. Observe 2. Temporarily remove the worker from driving or other safety-sensitive functions 3. Talk to the worker 4. Review your findings 5. Make the reasonable suspicion decision 6. Transport the worker for testing 7. Arrange for transportation home 8. Document the events Prepare a written document describing all circumstances, information and facts supporting the reasonable suspicion determination. Include all dates and times of reports, observations and what actions were taken. A supervisor should prepare and sign the documentation as soon as possible but always within 24 hours of the observed behavior. Supervisors of commercial drivers must remember that the Federal Motor Carrier Safety Administration regulations specify the situations that require a reasonable suspicion drug and or alcohol test. Only one trained supervisor is needed to make the determination that reasonable suspicion exists to test a worker. However, if possible, two supervisors should observe and review the situation and agree that there is reasonable suspicion to test the worker. The reasonable suspicion test must be based on a trained supervisors specific, contemporaneous, articulable observations based on the drivers appearance, behavior, speech or body odors. Specific means that there was an actual event that the supervisor observed. For example, Johns eyes were red and his speech abnormally slow and slurred as he inspected his truck this morning. Contemporaneous means that the behavior or incident is current. A pattern of poor work performance over time may be an indicator of a drug or alcohol problem but cannot be the sole determination for a