REASONABLE SUSPICION GUIDELINES Sample Clauses

REASONABLE SUSPICION GUIDELINES. 8 As part of the Hospital's work rules prohibiting use or being under the influence of drugs 9 or alcohol, Hospital policy provides for drug and alcohol testing when there is a 10 reasonable suspicion that the employee is using or under the influence of alcohol or 12 4.1 Reasonable suspicion means that the supervisor or manager can point to 13 objective documented evidence which reasonably suggests that the employee may be 14 under the influence of alcohol or drugs. Documentation must be completed as soon as 15 possible after the event(s) occur. 17 4.2 Different drugs have different symptoms and evidence of use. Some of 18 these symptoms may be consistent with a person's normal, non-drug behavior.

REASONABLE SUSPICION GUIDELINES. 22 As part of the Hospital's work rules prohibiting use or being under the influence of drugs 23 or alcohol, Hospital policy provides for drug and alcohol testing when there is a 24 reasonable suspicion that the employee is using or under the influence of alcohol or 25 drugs. 26 4.1 Reasonable suspicion means that the supervisor or manager can point to 27 objective documented evidence which reasonably suggests that the employee may be 28 under the influence of alcohol or drugs. Documentation must be completed as soon as 29 possible after the event(s) occur. Date Accepted Accepted by ONA / / 30 ONA  St. ▇▇▇▇▇▇▇ Hospital Date of Proposal: / / 1 4.2 Different drugs have different symptoms and evidence of use. Some of 2 these symptoms may be consistent with a person's normal, non-drug behavior.

REASONABLE SUSPICION GUIDELINES. As part of the Hospital's work rules prohibiting use or being under the influence of drugs or alcohol, Hospital policy provides for drug and alcohol testing when there is a reasonable suspicion that the employee is using or under the influence of alcohol or drugs. 4.1 Reasonable suspicion means that the supervisor or manager can point to objective documented evidence which reasonably suggests that the employee may be under the influence of alcohol or drugs. Documentation must be completed as soon as possible after the event(s) occur. 4.2 Different drugs have different symptoms and evidence of use. Some of these symptoms may be consistent with a person's normal, non-drug behavior. Accordingly, in determining whether reasonable, objective evidence exists, comparisons of the employee's observed symptoms and behavior with the employee's "normal" pattern of behavior should be done. The following is a non-exhaustive list of symptoms and evidence which may be utilized in determining whether there is a reasonable suspicion sufficient to require an employee to submit to drug and alcohol testing: 4.2.1 Sudden mood or attitude changes (i.e., depression, excessive laughter, irritability, panic, hallucinations, confusion, inattentiveness, aggressive behavior, unexplained burst or lack of energy) and other changes which are different from the employee's normal mood and attitude, especially if observed after breaks, meal periods or other occasions when the employee has had an opportunity to use drugs or alcohol; 4.2.2 Slurred speech, rapid speech, talkativeness; 4.2.3 Hyper-body movements, twitching, poor muscular control or motor coordination; 4.2.4 Runny nose, sniffles, itchy nose, white powder around nose; 4.2.5 Bloodshot or watery eyes, dilated or constricted pupils, pupils which do not respond to changes in light, blank stare, rapid and involuntary eye movement; 4.2.6 Needle marks and tracks on body; 4.2.7 Smell of alcohol, marijuana (sweet odor similar to burnt rope), or solvents (glue, nitrates, ether, turpentine); or folded paper, safety razor blade, cigarette papers and remnants (roaches), pipes, alligator clips or hemostats; or; 4.2.8 Statements of personal observations by co-workers.