Nowadays, a majority of people are taking drugs and alcohol, and they have learned techniques to hide their problem, only the person who is well trained can notice them. When an employer has a hunch that an employee is taking an illegal substance, they should suggest a test. With that being said, the supervisor should go for reasonable suspicion training.

This is a program that a supervisor undergoes so that they can identify if a worker is using drugs and alcohol at work. Supervisors are taught how to record what they have witnessed, and then suggest the test that should be done to determine what type of drug the worker is using. They are also taught how to recognize the symptoms of drug or alcohol abuse.

Benefits of Reasonable Suspicion Training

Reduces theft and destruction of property. Company’s types of equipment are very expensive, so it is vital to have a trusting workforce to make sure the property, tools, and equipment used at the site will remain safe.

Reduces absenteeism rate– making sure that all workers are always present and attending their scheduled shifts, this will boost productivity and performance.

Reduces the possibility of errors and delays in the production line- It is imperative that all employees are safe in any workforce and efficiently performing their job tasks.

Course Description

The course offers training and support for supervisors that want to make a reasonable suspicion determination. The topics include:
How to Identify and Document Performance using the Behavior
Applying the Four Steps of Constructive Confrontation
The Supervisors role in the DOT Testing Program
Effects of Drugs and Alcohol at work
Signs, Symptoms, and Indicators to look for
Prohibited Behavior – how to handle Prescription Drug Use

Observation Checklist

How to handle:

Employees who leave the job-site
Employee refusal to be tested
Employee discovery of a suspicious substance
The supervisor receiving hearsay information

Summary

Employees may try to evade reasonable suspicion testing. The supervisor needs to be aware of how employees may try and divert the issue and prepare themselves for it. Whether they are conscious of their avoidance or not, these defences are done as a self-protection measure.

Remember, if they have been asked to submit to a reasonable suspicion testing, the request for the testing has already been confirmed by two supervisors usually with a written recommendation to the Human Resources Department and a description of the behaviour and circumstances observed.

Disciplinary actions are difficult, and reasonable suspicion training is uncomfortable for everyone involved. By keeping the situation focused about work, both employee and supervisor will get through the process with the least amount of emotional heartache.