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El <br />5. <br />belief is determined then a request for testing should not be made. If the <br />decision to test is made, inform the employee that they are being requested <br />to accompany the appropriate Trisco Systems, Inc. representative to the <br />specimen collection site to conduct an alcohol test. Inform the employee <br />of the consequences of refusal to submit to alcohol testing. <br />C. Review your findings. During the conversation, observe physical and <br />mental symptoms. Be sure to document any characteristics that either <br />support or contradict initial information. In all cases a reasonable <br />suspicion decision must be made by 2 supervisors who have received the <br />required training. This creates greater objectivity, provides additional <br />observation, and generally strengthens the defensibility of the reasonable <br />cause determination. <br />d. Transport the employee. The potentially affected employee should not <br />be allowed to proceed alone to or from the collection site. In addition to <br />the safety concerns for the employee, accompanying the employee also <br />assures that there is no opportunity en route to the collection site for the <br />employee to ingest anything that could affect the alcohol test result. <br />e. Document the events. Record the behavioral signs and symptoms that <br />support the determination to conduct a reasonable suspicion alcohol test. <br />This documentation of the employee's conduct should be prepared and <br />maintained on file to document the request for reasonable suspicion <br />alcohol testing. <br />f. Denial should be an expected reaction. If a person knows they will test <br />positive, they may give many explanations and protestations, wanting to <br />avoid alcohol testing. If they are not under the influence or affected by <br />alcohol, vehement denial also should be expected. Listen to the employee <br />and carefully evaluate the employee's explanation. Remember, a request <br />to submit to an alcohol test is not an accusation; it is merely a request for <br />additional objective data. <br />g. Following administration of alcohol test. After returning from the <br />collection site, the employee should not be allowed to return to performing <br />any covered functions if their alcohol test result is positive and if any <br />disciplinary action is pending. The employee should make arrangements <br />to be transported home. The employee should be instructed not to drive <br />any motor vehicle due to the reasonable suspicion belief that they may be <br />under the influence of alcohol. <br />Trisco Systems, Inc. shall conduct an alcohol test within two hours of a <br />determination to test under reasonable suspicion. If the test is not conducted <br />within two hours of the reasonable suspicion determination Trisco Systems, Inc. <br />shall prepare and maintain a written document explaining why the test was not <br />conducted. Trisco Systems, Inc. shall continue all efforts to conduct the alcohol <br />test. If the test is not conducted within eight hours Trisco Systems, Inc. shall <br />cease all attempts to conduct the test and shall prepare and maintain written <br />documentation as to why the test was not conducted. <br />Trisco Systems, Inc. shall not permit a covered employee to report for duty or <br />remain on duty requiring the performance of covered functions while the <br />40 <br />