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The first step in the reasonable suspicion protocol for addressing an associate behaving unsafely is to notify HR and ask for observation. This approach is essential because HR typically has established procedures and trained personnel to handle such situations effectively. By involving HR, you ensure that the matter is approached with appropriate seriousness and that any actions taken adhere to company policy and legal guidelines, thereby safeguarding both the associate’s rights and the safety of the workplace.

Additionally, notifying HR allows for an objective assessment of the behavior in question, which is crucial before taking any further steps. This can help prevent wrongful accusations and contribute to a fair evaluation of the situation. Engaging HR at this stage also facilitates proper documentation and maintains a record of the incident, which can be vital for future reference or potential disciplinary actions.

Talking to the associate directly might seem like a proactive approach, but it may not be appropriate if the situation is serious or if the existence of reasonable suspicion could jeopardize the safety of the workplace. Sending the associate home or ignoring the situation could lead to unresolved safety issues and do not follow established protocols. Therefore, initiating contact with HR is the most responsible and effective first step in addressing concerns about unsafe behavior.