"Reasonable Suspicion: The policy will establish guidelines for managers and supervisors to recognize signs of drug use and appropriately address reasonable suspicion situations. This provision ensures prompt action based on objective observations, protecting both the employee and the organization." What kind of training should the HR professional provide, and to whom, to identify what are the signs that constitute reasonable suspicion so as not to cause a situation with false accusations and retaliation from supervisors, peers, subordinates? Thoughts on the role that the HR professional can play beyond developing and communicating policy?