The concept works but the devil is in the details. In other words, Post-Event testing would be reasonable as long as the AIL and PIL criteria are as well. Ditto with Other Reasonable Grounds/Suspicion, which hinges on the reasonableness of the Checklist. To the extent these criteria have been negotiated and agreed to, e.g., as part of the collective agreement, you should be good to go. At that point, it becomes a matter of IMPLEMENTING the policies consistently and reasonably. Keep in mind that most post-incident/reasonable suspicion cases involve not the validity of the testing policy, which the union often acknowledges, but the way the employer executes it in actual situations. Hope that helps. Glenn
