Reasonable Suspicion Drug Testing Checklist

Utilize this Reasonable Suspicion Drug Testing Checklist to observe, document, and act on signs of impairment, supporting a safe and compliant workplace.

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Health & Safety
Reasonable Suspicion Drug Testing Checklist

Observation & Recognition

Behavioral Indicators

Physical Appearance & Symptoms

Performance Issues

Documentation Of Observations

Supervisor Action & Testing Process

Post-Test Procedures & Follow-Up

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Checklist by GoAudits.com – Please note that this checklist is intended as an example. We do not guarantee compliance with the laws applicable to your territory or industry. You should seek professional advice to determine how this checklist should be adapted to your workplace or jurisdiction.

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Reasonable Suspicion Drug Testing Checklist

Utilize this Reasonable Suspicion Drug Testing Checklist to observe, document, and act on signs of impairment, supporting a safe and compliant workplace.

1. Did a trained supervisor personally observe behavior that may indicate drug use?

2. Was the behavior observed during work hours or while the employee was on duty?

3. Were the observations based on specific, contemporaneous, and articulable facts?

4. Was the observed behavior inconsistent with the employee’s normal performance?

1. Did the employee exhibit erratic behavior such as mood swings, agitation, or paranoia?

2. Was there unusual aggression, hyperactivity, or sudden lethargy?

3. Did the employee show poor decision-making, confusion, or disorientation?

4. Were there complaints or concerns reported by coworkers about the employee’s conduct?

1. Did the employee have red or glassy eyes, dilated pupils, or excessive sweating?

2. Was there noticeable tremor, slurred speech, or unsteady movement?

3. Did the employee have an unkempt appearance or a drastic change in hygiene?

4. Was there any odor suggesting drug use?

1. Did the employee demonstrate a sudden decline in work performance or quality?

2. Were there missed deadlines, increased absenteeism, or tardiness?

3. Was the employee unable to concentrate, follow instructions, or complete routine tasks?

4. Did the employee make uncharacteristic mistakes or safety violations?

1. Were the behaviors and signs recorded with date, time, and location?

2. Was the documentation objective, specific, and free of assumptions or conclusions?

3. Was a second trained supervisor asked to confirm the observations when possible?

4. Was all documentation kept confidential and securely stored?

1. Was the employee informed of the reasonable suspicion and testing requirement?

2. Was the employee escorted to a designated testing facility promptly?

3. Was testing performed in compliance with workplace policy and legal standards?

4. Was the employee removed from safety-sensitive duties pending test results?

1. Was the employee advised of their rights and responsibilities following the test?

2. Were results communicated securely and appropriately?

3. If the test was positive, were disciplinary or support procedures followed per policy?

4. Was documentation of all steps retained for audit and legal purposes?