Maintaining a safe and drug-free workplace depends on set processes that involve multiple entities including the employer, the supervisor, the company representative, collector and lab personnel, the Medical Review Officer (MRO), the Substance Abuse Professional (SAP) and, often, the Third-Party Administrator or Consortium.

Reasonable Suspicion (or Reasonable Cause) testing is one important component of the drug-free workplace policy. Supervisors responsible for making a Reasonable Suspicion determination have a critical role in preventing impaired employees from engaging in safety-sensitive work. This course mirrors federal testing regulations, which provide best practices on the:

  • process and protocols of Reasonable Suspicion testing
  • qualifications and professional judgment the supervisor must have to make a Reasonable Suspicion determination
  • Reasonable Suspicion training requirements

This Course

This is a professional-level course that qualifies supervisors to make a Reasonable Suspicion testing determination. The course trains in best practices for drug and alcohol screening policies of non-regulated companies in the private sector, across multiple industries.  

Course LevelDeliverablesApplicability
ProfessionalQualifying ExaminationMultiple Industries
EligibilityPublic Sector
Certification Private Sector
Regulated by local, state and federal authorities

This training is process-driven to ensure across-the-board consistency. A standardized process is key to protecting public and workplace safety as well as the rights and interests of the employee, who is subject to testing, the employer and the individual assigned the role of making the determination.

After completing the course, participants should expect to:

1. Understand their role as a Reasonable Suspicion supervisor.

2. Be familiar with best policy practices concerning Reasonable Suspicion.

3. Recognize the common symptoms of substance use and impairment.

4. Understand guidelines for evaluating employee behavior, appearance and performance.

5. Be able to implement and complete one standard process for making a Reasonable Suspicion determination.

6. Know how to appropriately document the process.

Upon taking and passing a final examination, participants will be issued a Certificate of Completion confirming that they are eligible to take on the role of a supervisor for Reasonable Suspicion testing.

Click on each lesson to take the course.


Substances for Detection

This lesson provides an overview of substances that are commonly tested for and the factors that dictate a company’s testing regimen.

Signs & Symptoms – Introduction

There are general physiological and behavioral symptoms of substance use and impairment. This lesson provides an overview of the two main substance categories and the impact of each on the user over time.

Signs & Symptoms – Alcohol

Alcohol use in the workplace is a major threat to safety. Supervisors must be familiar with the signs and symptoms of alcohol use and impairment as this is typically the first substance that is tested for.

Signs & Symptoms – General

In this lesson, we look at some general signs and symptoms of substance use and impairment that should put the supervisor on alert.

Employee Evaluation

Length: 0 minutes

This lesson covers the process a supervisor should use consistently to evaluate an employee for signs and symptoms of substance use or impairment.

Post-Evaluation: Release & Refusal

In addition to referral for testing, the supervisor may take two other possible courses of action. This lesson provides an overview of the Release and Refusal to Test protocols.

Reasonable Suspicion Conclusion and Assessment (Non-DOT)

Length: 10 minutesComplexity: Easy

Reasonable Suspicion/Cause testing is critical to any workplace safety program and is required by most employers. There are specific processes and protocols that must guide the supervisor authorized to make a Reasonable Suspicion determination. Following these best practices ensures that the organization or business can effectively and consistently remove employees, who are reasonably suspected of… View Article