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Quizzes > Quizzes for Business > Human Resources

Take the Employee Drug and Alcohol Reasonable Suspicion Quiz

Sharpen Your Workplace Impairment Detection Skills Today

Difficulty: Moderate
Questions: 20
Learning OutcomesStudy Material
Colorful paper art promoting a quiz on employee drug and alcohol reasonable suspicion

Ready to gauge your grasp of drug and alcohol reasonable suspicion protocols? This engaging reasonable suspicion quiz helps safety officers, HR professionals, and managers test their skills in spotting impairment and ensuring compliance. After completing the 15-question assessment, participants will gain confidence in identifying signs of substance use and following proper procedures. Editors can freely customize this quiz in our quizzes editor to suit specific training needs. For more practice, check out the Drug and Alcohol Testing Compliance Quiz or the Alcohol Awareness Quiz .

Which of the following is a common physical sign of alcohol impairment in an employee?
Bloodshot eyes
Excessive sweating
Trembling hands only when cold
Brisk, coordinated movements
Bloodshot eyes are a well-documented indicator of alcohol impairment due to dilation of blood vessels. Excessive sweating may have many causes and is not specific. Brisk, coordinated movements typically indicate the absence of impairment.
Slurred speech in an employee is an example of which type of impairment indicator?
Behavioral indicator
Environmental indicator
Physical indicator
Procedural indicator
Slurred speech is classified as a physical indicator because it relates directly to the observable function of the body. Behavioral indicators are about actions or conduct, while procedural or environmental indicators are unrelated.
Upon observing an employee who appears impaired, the first appropriate step is to:
Remove them from safety-sensitive duties
Immediately conduct a private search
Terminate their employment on the spot
Call law enforcement without further assessment
Removing the employee from safety-sensitive duties ensures workplace safety before any further action. Immediate termination or law enforcement may be premature without following policy. A private search without consent is not appropriate.
Which of these is NOT typically considered a sign of drug impairment?
Hyperactivity
Constricted pupils
Enhanced concentration
Erratic hand movements
Enhanced concentration is not associated with drug impairment, whereas hyperactivity, pupil constriction or dilation, and erratic movements are common indicators. These signs help differentiate impairment from normal behavior.
Under reasonable suspicion procedures, who should an employee report to if they suspect a coworker is impaired?
Their immediate supervisor
A co-worker at another department
Human Resources intern
The employee's family
Reporting to an immediate supervisor follows standard organizational policy and ensures a prompt, official response. Involving non-authorized persons or family members bypasses proper procedures and confidentiality.
During a reasonable suspicion evaluation, pinpoint pupils may indicate use of:
Opiates
Cannabis
Alcohol
Stimulants
Opiate use often causes pinpoint (constricted) pupils due to its depressant effect on the central nervous system. Cannabis can cause red eyes but not pinpoint pupils. Stimulants usually cause dilated pupils.
Erratic work performance, such as unpredictable bursts of energy followed by fatigue, best reflects which kind of indicator?
Cognitive impairment indicator
Behavioral indicator
Environmental indicator
Procedural indicator
Erratic work performance is a behavioral indicator because it describes changes in how an employee acts. Cognitive indicators relate to memory or decision-making, while environmental indicators relate to workplace conditions.
What is the most critical element to document first when writing a reasonable suspicion report?
Date and time of the observation
Employee's personal history
Speculation about substance used
Possible punishment
Documenting the date and time ensures a clear, chronological record. Personal history and speculation are irrelevant or potentially biased, and punishment details come later in the process.
Who within an organization is typically authorized to make a reasonable suspicion determination?
Trained supervisor or manager
Any peer employee
External vendor with no training
Office administrative assistant
Only supervisors or managers who have received proper training are authorized to make reasonable suspicion determinations. Peers or untrained staff lack the expertise and policy authority to make such calls.
According to common policy guidelines, how soon should a drug/alcohol test be administered after reasonable suspicion is established?
Within two hours
Within eight hours
As soon as practicable, typically within one hour
Within 24 hours
Testing "as soon as practicable" usually means within about an hour to preserve evidence integrity. Waiting longer risks false negatives or sample degradation, which violates best practices.
What role does a Medical Review Officer (MRO) play in the testing process?
Collects samples at the workplace
Reviews and interprets test results
Manages employee discipline
Supervises safety equipment usage
The MRO is responsible for reviewing and interpreting laboratory results, ensuring accuracy, and determining if prescribed medications explain positive tests. They do not collect samples or enforce discipline.
Which action ensures compliance with privacy guidelines during a reasonable suspicion evaluation?
Conduct the evaluation in a private location
Discuss observations in a public area
Share results via unsecured email
Invite multiple coworkers to observe
Conducting the evaluation in a private setting maintains confidentiality and respects the employee's privacy. Public discussions or unsecured communications can violate privacy regulations.
Which documentation practice helps maintain objectivity in incident reports?
Use direct quotes and objective descriptions
Include personal opinions
Add unverifiable rumors
Use emotionally charged language
Objective reports rely on factual, observable descriptions and direct quotes. Personal opinions, rumors, or emotional language compromise the report's accuracy and credibility.
An employee smells of alcohol, but also just drank coffee. What should you consider first?
Other impairment indicators
Presuming the odor is coffee
Immediate termination
Announcing assumption publicly
Odor alone is not definitive; you must check for additional signs like behavior or physical symptoms. Presuming coffee or taking extreme actions without further assessment would be inappropriate.
When is it appropriate to administer a breathalyzer on-site?
Only if policy specifically allows on-site testing
Whenever a supervisor feels like it
Only after HR approval within 24 hours
When other employees demand it
On-site breathalyzer use must be explicitly permitted by company policy to maintain legal compliance. Personal feelings, HR delays, or coworker demands do not override established guidelines.
An employee demonstrates dilated pupils, excessive sweating, and makes incoherent statements. What is the most comprehensive immediate response?
Remove from duties, secure transport for testing, document observations
Ignore until more employees notice
Confront them publicly to admit use
Assign them light duties until end of shift
The correct response prioritizes safety by removing duties, arranging for testing, and thoroughly documenting. Ignoring or public confrontation violates policy and confidentiality, and assigning duties puts others at risk.
Under privacy laws, which detail should be omitted from an incident report?
Medical history unrelated to impairment
Observed behavior relevant to suspicion
Time and date of the incident
Location where observations occurred
Including unrelated medical history breaches privacy and is not needed for reasonable suspicion. Observations, time, date, and location are essential and permissible under policy.
A specimen's chain of custody form is missing the collector's signature. This error primarily compromises:
Legal defensibility of the test
Accuracy of the chemical analysis
Employee's understanding
Cost of testing
Missing signatures break the chain of custody, jeopardizing the test's legal defensibility. The chemical analysis may still be accurate, but results may be inadmissible due to procedural flaws.
Which approach best demonstrates compliance with both organizational policy and federal regulations during post-incident review?
Review documentation, interview trained observers, consult legal counsel
Skip interview phase to save time
Rely solely on hearsay
Publicly post all records
Reviewing documentation, interviewing authorized observers, and consulting legal counsel ensures thoroughness and adherence to policy and regulations. Skipping steps or relying on hearsay leads to incomplete, noncompliant reviews.
In a complex scenario where signs conflict (e.g., tremors but normal speech), you should:
Seek additional observations and possibly a second opinion
Conclude no impairment and take no action
Proceed directly to termination
Publicly announce discrepancy
Conflicting signs require further observation and possibly a second trained evaluator to avoid misinterpretation. Assuming no impairment or jumping to termination without clarity violates policy and fairness.
Which federal regulation most directly governs workplace drug testing procedures?
Omnibus Transportation Employee Testing Act
Fair Labor Standards Act
Title VII of the Civil Rights Act
Americans with Disabilities Act
The Omnibus Transportation Employee Testing Act establishes standards for drug and alcohol testing in safety-sensitive roles. The other laws address wages, discrimination, and disability but do not set testing procedures.
A supervisor uses the phrase "looks wasted" in a report. Why is this problematic?
It is subjective and unprofessional
It indicates precise medical diagnosis
It enhances clarity
It fulfills documentation requirements
Subjective or slang terms compromise objectivity and professionalism, weakening the report's credibility. Documentation should use clear, factual language rather than colloquialisms.
When evaluating compliance with organizational guidelines, which element is LEAST critical?
Employee's off-duty social media use
Timeliness of test administration
Proper chain of custody
Use of trained evaluators
An employee's off-duty social media use is irrelevant to on-duty impairment procedures. Timeliness, chain of custody, and evaluator training are all central to compliance.
Which is the best post-incident documentation practice to defend against legal challenges?
Include signed witness statements and objective timelines
Write from memory weeks later
Paraphrase without dates
Exclude any contradictory information
Signed witness statements and clear timelines support the report's accuracy and legal defensibility. Relying on vague memory or omitting contradictions weakens the documentation.
To evaluate an employee fairly under reasonable suspicion, one must avoid:
Bias based on past unrelated behavior
Use of trained observers
Objective documentation
Following defined procedures
Bias from past unrelated incidents undermines fairness and can lead to wrongful conclusions. Proper evaluations rely on trained observers, objective documentation, and adherence to procedures.
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Learning Outcomes

  1. Identify key signs of substance impairment in employees
  2. Analyze behavioral indicators for reasonable suspicion
  3. Demonstrate appropriate response procedures under policy
  4. Evaluate compliance with legal and organizational guidelines
  5. Apply documentation best practices for incident reporting

Cheat Sheet

  1. Spotting physical clues - Don your detective hat and look for bloodshot eyes, slurred speech, and unsteady steps to catch early signs of impairment. These visible hints are your first line of defense in keeping the workplace safe and sound. Reasonable Suspicion of Drug or Alcohol Impairment
  2. Observing behavior changes - Watch for sudden mood swings, social withdrawal, or erratic actions that could signal substance use. Staying alert to these shifts helps you step in quickly and support employees in need. Supervisor Training | SAMHSA
  3. Accurate documentation - Learn to record only objective details - no personal opinions - to build a clear, legally sound report. Good notes are your best friend when you need to justify reasonable suspicion. Reasonable Suspicion: How to Document It and When It Applies
  4. Knowing your policy - Familiarize yourself with your organization's drug and alcohol rules so you can follow each step consistently. Being in the know means fair treatment and fewer headaches for everyone. Employee Reasonable Suspicion Drug and Alcohol Testing | USI Employee Handbook
  5. Legal requirements 101 - Dive into 49 CFR § 655.43 to understand the exact observations and timing needed for reasonable suspicion tests. Compliance keeps your company's integrity - and reputation - rock-solid. 49 CFR § 655.43 ‑ Reasonable Suspicion Testing
  6. Supervisor training essentials - Enjoy interactive sessions on initial and refresher courses to sharpen your impairment-detection skills. Well-prepped supervisors make for a safer, more confident team. FAA Drug Testing Program Training Requirements
  7. Handling test refusals - Learn how to respond when an employee says "no" to testing, including policy-backed consequences. A clear game plan ensures consistent enforcement and keeps safety a top priority. Reasonable Suspicion: How to Document It and When It Applies
  8. Maintaining confidentiality - Keep all impairment concerns and records strictly between authorized personnel. This protects privacy and builds trust across your whole crew. Supervisor Training | SAMHSA
  9. Preparing for positive results - Know the follow-up steps, from disciplinary measures to employee assistance resources. Having a clear roadmap helps everyone bounce back stronger. Employee Reasonable Suspicion Drug and Alcohol Testing | USI Employee Handbook
  10. Championing a drug-free culture - Embrace your role in enforcing policies that boost safety, health, and productivity. A proactive stance on substance misuse promotes a happier, more dynamic workplace. Drug-Free Workplace | U.S. Department of Commerce
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