Agenda for Reasonable Suspicion Training
– Conduct of employees
– Continued monitoring of employee’s performance
– Continued supervision and reintegration of the employee into the workplace following treatment
– Dos and Don’ts for supervisors
– Drugs tests and alcohol testing, when to test, record keeping, and role of supervisor
– Employee Assistance Services
– Enabling and supervisor traps
– Evaluation and documentation for reasonable suspicion
– Identifying performance problems and handling potential crises
– Impact on workplace
– Intervention and referral
– Objectives of training
– Overview of Drug-Free Workplace Policy, answer questions, and explain aspects of policy or implementation procedures.
– Protecting confidentiality
– Recognizing problems- signs and symptoms of alcohol and drug problems
– Short term, long term effects of drugs/alcohol
– Supervisors’ role and responsibilities
How to be a practical supervisor
– DOT mandated drug & alcohol testing regulations
– The different components of the Drug-Free Workplace Policy
– Their role in implementing the Drug-Free Workplace Policy
At the end of the training, supervisors should understand and know how to:
– Avoid enabling and common supervisor traps.
– Continue to supervise employees who have been referred to assistance related to problems with alcohol and other drugs.
– Identify and investigate crises.
– Intervene in problem situations
– Protect employee confidentiality
– Recognize workplace problems that may be related to employee use of alcohol and other drugs
– Refer employees who have problems with alcohol and other drugs