| Employees may try and evade reasonable | | | | |
| suspicion testing. As a supervisor, you need to | | | | If the employee becomes angry or breaks down |
| be aware of how employees may try and divert | | | | into tears, this is just another form of defense - |
| the issue and prepare yourself for it. Whether | | | | a way they can evade reasonable suspicion |
| they are conscious of their avoidance or not, | | | | testing. The best way to diffuse anger is |
| these defenses are done as a self protection | | | | through a calm demeanor. Do not let their physical |
| method. Remember, if they have been asked to | | | | intimidation force you to react defensively. Keep |
| perform reasonable suspicion testing, the request | | | | the situation focused on work. When an |
| for the testing has already been confirmed by | | | | employee is in tears, it is difficult to not get |
| two supervisors with a written recommendation | | | | emotional, but you cannot afford to fall into this |
| to the Human Resources Department with a | | | | trap. Regardless as to what they claim, keep |
| description of the behavior and/or circumstances | | | | focused on the two supervisor requests and |
| observed. | | | | documented description to HR as the reason for |
| | | | | the testing. It is not in yours or the |
| Some of the ways they will try and evade | | | | employee’s best interest to change the |
| reasonable suspicion testing is by preying on your | | | | course, but rather to just follow through with the |
| sympathies. They may try and get you involved | | | | test. This is a request made to protect and |
| with their personal problems, or attempt to elicit | | | | improve the work place. |
| guilt by pleading how difficult their situation is and | | | | |
| how it will only make their bad situation worse. | | | | Employees evade reasonable suspicion testing for |
| Other avoidance tactics may be to blame | | | | hundreds of reasons. But the reason they are |
| someone else for their behavior or try and | | | | there to be tested is documented. That is what |
| diffuse the situation by twisting the circumstances | | | | you need to always remember. Disciplinary |
| to some other event. Avoid getting involved in | | | | actions are difficult, and reasonable suspicion |
| conversations about personal matters. Keep the | | | | testing is uncomfortable for everyone involved. |
| topic to work performance and conduct. The | | | | By keeping the situation focused about work, |
| request for the testing is documented so your | | | | both employee and supervisor will get through the |
| action as a supervisor is to move forward in a | | | | process with the least amount of emotional |
| businesslike manner. | | | | heartache. |