Question: When should reasonable suspicion be assessed? When there is objective, factual reason to believe an associate's job performance may be adversely impacted because they are

When should reasonable suspicion be assessed?
When there is objective, factual reason to believe an associate's job performance may be adversely impacted because they are under the influence of, or impaired by, alcohol and/or drugs.
When a qualifying incident occurs where an associate or customer is injured on company property or when $500 or more in property is damaged.
You should always be assessing for reasonable suspicion, regardless if any behavior changes.
When disciplinary action is to be taken and personal observation can be documented to support termination because of alcohol and/or drug use that is prohibited in the Company's Drug and Alcohol Use and Testing Policy.
When should reasonable suspicion be assessed? When there is objective, factual

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