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following determinations only when observations are made during, just before or just after <br />performing covered functions: <br />1. Supervisor Reasonable Suspicion Determinations: <br />a. The Supervisor's determination that reasonable suspicion exists to require <br />a covered employee to undergo an alcohol test shall be based on specific, <br />contemporaneous, articulable observations concerning the appearance, <br />behavior, speech, or body odors of the employee. The required <br />observations shall be made by supervisors who have received at least 60 <br />minutes of training in detecting the symptoms of alcohol misuse, in <br />accordance with 382.603. <br />b. The supervisor who makes such a determination that reasonable suspicion <br />exists shall not be authorized to conduct the breath alcohol test on that <br />employee. <br />2. In making a determination of reasonable suspicion, the factors to be considered <br />include, but are not limited to, the following: <br />a. Adequately documented pattern of unsatisfactory work performance, for <br />which no apparent non impairment related reason exists, or a change in an <br />employee's prior pattern of work performance, especially where there is <br />some evidence of alcohol related behavior on or off the work site. <br />b. Physical signs and symptoms consistent with alcohol abuse. <br />C. Evidence of prohibited alcohol use, possession, sale, or delivery while on <br />duty. <br />d. Occurrence of a serious or potentially serious accident that may have been <br />caused by human error, or flagrant violations of established safety, <br />security, or other operational procedures. <br />3. The following steps will be used to guide the supervisor to a satisfactory outcome <br />in a reasonable suspicion situation: <br />a. Verify the reasonable suspicion decision. Anonymous tips must be <br />taken seriously, but should not be the sole reason to initiate a request for a <br />specimen. Hearsay is not an acceptable basis for reasonable suspicion <br />referral. If witnesses saw a specific event or behavior, ask them to <br />describe what they saw. How far away were they? How long did they <br />observe the person? What, if anything, caused them to believe it was <br />alcohol related? On what basis did they reach their conclusion? Before <br />proceeding further, obtain concurrence or approval from management to <br />proceed with reasonable suspicion alcohol testing. <br />b. Isolate and inform the employee. Remove the employee from the work <br />location. Explain that there is reasonable suspicion to believe the <br />employee's performance is being affected by alcohol. Ask the employee <br />to explain the suspected behavior and to describe the events that took <br />place from their perspective. Ask if there is any medication or physical <br />condition that would explain the behavior. A persuasive explanation may <br />or may not deter you from asking for the employee to submit to an alcohol <br />test. If there is still a reasonable belief that alcohol is a factor in the <br />situation/incident, a request for testing should be made; if no reasonable <br />MWO <br />