Common use of Reasonable Suspicion Clause in Contracts

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences individual that would lead the reasonable person to suspect that the employee individual is or has been using drugs while on or off duty.

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty, and/or is under the influence of alcohol while on duty.

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences individual that would lead the reasonable person to suspect that the employee individual is or has been using illegal drugs while on or off duty.

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences employee that would lead the reasonable person to suspect that the employee is or has been using drugs while on or off off- duty.. PROCEDURES/RULES

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences employee that would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.. If a supervisor has observed an employee demonstrating behaviors associated with drug or alcohol use, those observations must be documented and the employee must be escorted to the collection site by the supervisor. PROCEDURES/RULES

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences employee that would lead the reasonable person to suspect that the employee is or has been using drugs while on or off off-duty.

Reasonable Suspicion. That The quantity of proof or evidence that is more than a mere hunch, but less than that probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences individual that would lead the reasonable person to suspect that the employee an individual is or has been using illegal drugs or alcohol while on or off duty.work time. Reasonable suspicion includes, but is not limited to:‌

Reasonable Suspicion. That The quantity of proof or evidence that is more than a mere hunch, but less than that probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences individual that would lead the reasonable person to suspect that the employee an individual is or has been using illegal drugs or alcohol while on or off duty.work time. Reasonable suspicion includes, but is not limited to:

Reasonable Suspicion. That quantity of proof or evidence that is more than a hunch, but less than probable cause. Reasonable suspicion must be based on specific, objective facts and any rationally derived inferences from those facts about the conduct of an employee. These facts or inferences would lead the reasonable person to suspect that the employee is or has been using drugs while on or off duty.