No subject

evidence that an employee is using, or has used, alcohol or other drugs in
violation of the employer's written policy drawn from specific objectives
and articulable facts, and reasonable inferences drawn from those facts in
light of training and experience.  For the purposes of this paragraph, facts
and inferences may be based upon, but not limited to, any of the following:

a.	Observable phenomena while at work such as direct observation of
alcohol or drug use, or abuse, or of physical symptoms or manifestations of
being impaired due to alcohol or other drug use.

b.	Abnormal conduct or erratic behavior while at work or a significant
deterioration in work performance.

c.	A report of alcohol use or the use of other drugs provided by a
reliable and credible source.

d.	Evidence that an individual has tampered with any drug or alcohol
test during the individual's employment with the City.

e.	Evidence that an employee has caused an accident while at work which
resulted in an injury to a person for which injury, if suffered by an
employee, a record or report could be required under Chapter 88 of the Iowa
Code, or resulted in damage to property, including equipment, in an amount
reasonably estimated at the time of the accident to exceed One Thousand
Dollars ($1,000.00).

f.	Evidence that an employee has manufactured, sold,
distributed/solicited, possessed, used or transferred drugs while on the
employer's premises, or while operating the employer's vehicle, machinery,
or equipment.

Policy Guidance:

1.	Reasonable Suspicion Testing

a.	When a supervisor, manager, or a City official has reasonable
suspicion that an employee of the City is under the influence of alcohol or
drugs while on duty, that official shall require reasonable suspicion
testing.

b.	The employee being tested for reasonable suspicion shall not be
allowed to drive to testing or to return to work following a positive test,
or in the case of drugs, to return to work until negative results of a drug
test have been obtained.

c.	The employee will be escorted home by the supervisor, sent by taxi
(at the City's expense) or other arrangements shall be made but under no
circumstances shall an employee drive when reasonable suspicion testing has
been performed.

d.	Supervisors/Managers making the reasonable suspicion determination
must meet the training requirements of this policy.

e.	Follow-up documentation of reasonable suspicion must be made by the
Supervisor/ Manager in writing and forwarded to the Safety and Health
Services Division.


Gloria McMahan, SPHR
City of Cedar Rapids
319-286-5094
319-286-5100 fax
gloriam at cedar-rapids.org <mailto:gloriam at cedar-rapids.org> 


	-----Original Message-----
	From:	Jeff.Bizal at radisys.com [SMTP:Jeff.Bizal at radisys.com]
	Sent:	Wednesday, October 17, 2001 11:43 AM
	To:	iashrm at mallorn.com
	Subject:	[IASHRM] Reasonable Suspicion

	My company is looking to update our policy on Drug testing.  Would
anyone
	be willing to share their policy?  We are looking mainly to update
and add
	more detail to our section on Reasonable Suspicion Drug Testing.

	Thanks.


	Jeff Bizal, PHR
	RadiSys Corporation
	HR Consultant
	(515)327-2364
	Fax (515)327-5528