Supervisor training, also known as Reasonable Suspicion Training, is mandatory for DOT employers. It educates supervisors on workplace drug testing policies and explains their responsibilities in enforcing these policies.
Effective training leaves a long-lasting impact on supervisors. When live training is too costly or difficult to arrange, online training offers a practical alternative.
What’s Included in Supervisor Training?
Some supervisors attend training only once, while others attend annually, and others may never go through the process at all. Certainly a refresher is a good idea, though not a requirement.
Each mode of the DOT supervisors training requirements. Some must occur in a single session and others must reoccur periodically.
Supervisors should have a basic knowledge and understanding of the different components of drug and alcohol testing, including the collection process: (e.g. an explanation of why a split specimen is collected), what happens when a specimen is received by the laboratory, what role the Medical Review Officer (MRO) plays, and when and why a Substance Abuse Professional (SAP) is required.
Training should include the reasons for testing and the appropriate time to conduct each type. For example, it should define post-accident testing, random testing, and drug testing based on suspicion or cause.
The U.S. Department of Transportation (DOT) defines accidents differently across various modes. Each state may also have its own definition of what qualifies as an accident.
Some states set a minimum dollar amount for property damage to determine when a workplace accident requires a drug or alcohol test. Employers must understand the specific requirements in every state where they operate.
Supervisors must clearly understand their role in drug and alcohol testing. They should recognize workplace issues related to substance use, identify physical signs and symptoms, and know their responsibilities.
Documentation plays a critical role in suspicion-based testing. The best way to document a reasonable cause situation is by using a checklist of signs and symptoms.
Supervisors should not diagnose employees, as many drug use symptoms appear similar. A checklist guides them through documentation, ensures consistency, and removes the fear of making a reasonable suspicion call. Following a standardized process strengthens workplace safety and compliance.
Supervisors must understand how to intervene with an employee and differentiate between a performance-based issue and a potential crisis. Recognizing this distinction ensures appropriate action in each situation.
A supervisor must approach an employee without using accusatory or inflammatory language. The interaction should focus on concern for the employee and maintain professionalism and respect. Proper training equips supervisors with confidence when handling these situations.
Confidentiality is crucial when dealing with an employee suspected of drug or alcohol use. Although a supervisor may feel tempted to confide in a co-worker, they must avoid doing so.
The supervisor should address the employee privately rather than in front of co-workers. However, having another supervisor present during the conversation is acceptable. Many DOT regulations and state laws require at least two individuals to determine reasonable suspicion.
Effective supervisor training safeguards the employer, the supervisor, and the employee. Waiting for a crisis to develop is not an option. Being prepared is essential.
