The document summarizes a supervisor training on reasonable suspicion of drug use. It covers identifying impairment signs, documenting issues, addressing problematic employee behavior respectfully, and emphasizing job performance concerns over accusations. The training aims to help supervisors recognize potential drug abuse issues, follow policy procedures, and protect confidentiality when confronting employees.

1. Supervisor Reasonable
Suspicion Training

2. Overview
• DOT origins
• What is reasonable suspicion
• Statistics
• Marijuana appearance and smell.
• Impairment signs
• Barriers to asking for test
• Police Impairment tests
• Forms
• test

3. Illinois (410 ILCS 705/10-50)
• (d) An employer may consider an employee to
be impaired or under the influence of
cannabis if the employer has a good faith
belief that an employee manifests
• specific,
• articulable symptoms
• while working that decrease or lessen the
employee's performance of the duties

4. Illinois (410 ILCS 705/10-50)
• including symptoms of the
• employee's speech,
• physical dexterity, agility, coordination,
• demeanor,
• irrational or unusual behavior, or
• negligence or carelessness in operating equipment or machinery;
• disregard for the safety of the employee or others, or
• involvement in any accident that results in serious damage to
equipment or property;
• disruption of a production or manufacturing process; or
• carelessness that results in any injury to the employee or others.
• If an employer elects to discipline an employee on the basis that
the employee is under the influence or impaired by cannabis, the
employer must afford the employee a reasonable opportunity to
contest the basis of the determination.

5. Illinois (410 ILCS 705/10-50)
• If an employer elects to discipline an
employee on the basis that the employee is
under the influence or impaired by cannabis,
the employer must afford the employee a
reasonable opportunity to contest the basis
of the determination.

6. (820 ILCS 55/5)
• Sec. 5. Discrimination for use of lawful
products prohibited.
• it shall be unlawful for an employer to refuse
to hire or to discharge any individual, or
otherwise disadvantage any individual, with
respect to compensation, terms, conditions or
privileges of employment because the
individual uses lawful products off the
premises of the employer during nonworking
and non-call hours.
• “For current employees, a failed drug test can
no longer be the only basis for discipline or
termination” – Benjamin Lowenthal

7. Objectives
At the end of training, Supervisors
should understand:
• Supervisor Roles and Responsibility
• Cost of Abuse
• Types of Testing
• Reasonable Suspicion Process
Identify workplace problems
Intervene in problem scenarios
Protect confidentiality

8. Key Point
• Never send an impaired person
to drive themselves home

9. DOT Training Roots
• Started with DOT
• Two hours of drug and alcohol
awareness training
• Certified supervisors are
required to have this training

10. Costs of Abuse
• Loss of production
• Absenteeism
• Tardiness
• Reduce quality
• Higher accidents
• Increased health costs
85% more injuries;
55% more industrial incidents; and
75% higher absenteeism rate.
- NSC

11. Drug Policy
• If testing- then must have
written policy
• Goal is to protect health and
safety of all employees,
customer and the public.

12. Illegal Drugs
• Prohibited

13. Legal Drugs
• Marijuana
• Prescriptions
• Alcohol
New years day Collinville IL

14. Failed Test
• Terminate or Drug program
• Substance Abuse Professional
agree that employee comes back
to work.

15. Refusal
• Termination

16. Denial
• Denial of problem
• Denial of performance issues

17. Symptoms of Abuse
Recognizing symptoms may help
identify problems before it gets
worse.
• Supervisor Approach is always
based on job performance only
• Never accuse employee of drug
abuse

18. Symptoms of Abuse - Behavior
• Impaired Coordination
• Restlessness
• Unkempt
• Irritable
• Excessive Talking
• Slurred Speech

19. Symptoms of Abuse - Emotional
• Aggression
• Burnout
• Anxiety
• Depression
• Paranoia
• Denial

20. Symptoms of Abuse – Job Performance
• Frequent Absences
• Lateness
• Decreased productivity
• Increased errors
• Accidents

21. Symptoms of Abuse – Physical
• Weight loss
• Bloodshot eyes
• Dilated eyes
• Fatigued
• Cough
• Aroma on clothing

22. Enabling Behavior - Supervisor
• Lets employee function below
standards
• Personal friendship
• Fear of department exposure
• Lends money

23. Enabling Supervisor Reasons
• Sympathy
• Excuses
• Apology
• Innocence
• Anger
• Pity
• Tears

24. Company Legal Responsibility
• Failing to act
• To provide a safe and healthful
workplace
• Protect shareholders
• Responsible for employees'
action on the job

25. Confidentiality
• Problems will not be made
public
• Treatment is not public record
• Do not demean or label people

26. Steps
• Observe
• Document
• Prepare
• Confront / Meet
• Followup

27. Observe
• Job Performance
• Change in behavior
• Apply standard of behavior to all
• Do not discuss with other
employees in department
• Discuss with HR and
Management

28. Document
• Absenteeism
• Late
• Leaving early
• Unusual excuses for absences

29. Document Performance
• Complaints from other workers
• Wasting material
• Low productivity
• Accidents
• Difficulty understanding
instructions

30. Document Co-worker Relationship
• Criticisms
• Borrowing money
• Resentment
• Avoidances
• Arguments
• Excessive talking

31. Document on Form
• Prevents your word vs. mine
• Provides a record of
observations

34. Prepare
• Meet with HR and Boss
• Get support
• Discuss performance

35. Meet
• Purpose is to address the
performance issue
• Be mentally ready
• Set stage
• Get witness if you think
necessary
• Employee will be defensive

36. Handling Difficult Behavior
• When a worker is defensive or
denies your comments.
• Listen respectfully.
• Repeat your observations and
reasons for concern.
• Emphasis the company policy.
• Point out the situation requires
testing.
• Document the encounter (in all
scenarios)

37. Handling Difficult Behavior
• The worker cries.
• Listen and respond with kindness
and respect.
• Allow a few moments for the
worker to regain composure.
• Make clear you are not placing
blame.
• Put emphasis on company policy
and the need to follow through on
what you have observed for
everyone safety.

38. Handling Difficult Behavior
• When the worker remains silent.
• Use non-threatening questions
such as “Is there anything you
would like to say.
• Make clear you are not placing
blame.
• Put emphasis on company policy
and the need to follow through on
what you have observed for
everyone safety.
• Remain quiet until the driver
responds

39. Handling Difficult Behavior
• When the worker is aggressive
or combative
• Maintain your composure and
use a calm tone of voice.
• Avoid yelling as it could escalate
aggressive behavior and make
matters worse.
• Ignore inflammatory remarks.
• Stick to the facts and repeat
them as necessary.

40. Handling Difficult Behavior
• When the worker is
uncooperative.
• Repeat your observations and
the need for testing with a calm
and controlled voice.
• Stick to the facts.

41. Emphasis Performance
• Does employee acknowledge the
issue?
• What is the response?

42. Common Comebacks
• You can’t make me take a drug
test
• What I do on my own time is my
business
• It is legal
• Tests do not show impairment
• Let’s Keep it between ourselves
• We have been together a long
time

44. Summary
• I, ______________ certify that I
attended supervisor drug
awareness and reasonable
suspicion training. Training
covered drug abuse, symptoms,
general policies, and reasonable
suspicion training.
• Name, Date, Signature
• _________________________