tag:blogger.com,1999:blog-25535090033804336502024-03-27T16:52:40.133-07:00Reasonable Suspicion Training for DOT Supervisors (Buy, Own, or Online)DOT reasonable suspicion training courses in PowerPoint, DVD, Video, or Web Courses (click links below to preview). Read our ideas, tips, warnings, and special advice for how to effectively train DOT supervisors (or in non-DOT companies) so they are educated and aware.Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.comBlogger160125tag:blogger.com,1999:blog-2553509003380433650.post-31257875863601287842023-06-14T11:54:00.001-07:002023-06-14T11:55:52.594-07:00Pass DOT Safety Audit with Reasonable Suspicion Training for Supervisors...<iframe frameborder="0" height="360" src="https://youtube.com/embed/EKnS0_FZJHo" width="480"></iframe><div><br /></div><div>See the link on the right side of this blog to view entire DOT Reasonable Suspicion Training for Supervisors require to pass the DOT Safety Audit. Phone us 24/7 - 1-800-626-4327 to order or inquire with questions.</div>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-21065404399036183962023-06-06T22:46:00.001-07:002023-06-06T22:48:27.467-07:00The Importance of Supervisor's Documentation in Motivating Substance Abusers in the Workplace to Seek Help Sooner<p><span style="font-family: arial;">Effective documentation plays a crucial role in addressing and managing substance abuse issues in the workplace. We discuss that a little bit in this section of the supervisor <a href="https://workexcel.com/content/lp/dot-blog-preview/index.html">training for DOT supervisors</a><br /><br /><br /><br />Supervisors who maintain accurate and comprehensive documentation can have a significant impact on motivating substance abusers to seek help sooner. This article highlights the reasons why supervisor's documentation is important in this context and presents ten key aspects to consider when creating effective documentation.</span></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="308" src="https://www.youtube.com/embed/-hQN7Ky5SrM" width="370" youtube-src-id="-hQN7Ky5SrM"></iframe></div><br /><p></p><p><span style="font-family: arial;"><b>1. Establishing a record:</b> Documentation for reasonable suspicion of substance abuse serves as a written record of incidents, observations, and conversations related to substance abuse in the workplace. It provides a factual account that can be referred to in the future for evaluation, intervention, and potential legal or disciplinary proceedings. DOT supervisors, especially, must learn to document correctly. We'll help you get it right with our <a href="https://www.workexcel.com/dot-reasonable-suspicion-training-for-supervisors-education-compliance-with-60-60-requirement/">reasonable suspicion training program</a>.<br /><br /><b>2. Objective evidence:</b> Well-documented incidents provide objective evidence of substance abuse concerns. By recording observable behaviors, performance issues, and policy violations, supervisors can provide substantiated proof to both the substance abuser and higher management, facilitating appropriate actions.<br /><br /><b>3. Identifying patterns: </b>Consistent documentation allows supervisors to identify patterns or trends in an individual's substance abuse behavior. Recognizing these patterns helps in understanding the extent of the problem, assessing its impact on work performance, and determining appropriate interventions.<br /><br /><b>4. Timely interventions:</b> Prompt and accurate documentation enables supervisors to take timely action, addressing the substance abuse issue before it escalates further. By documenting incidents as they occur, supervisors can initiate interventions and motivate the employee to seek help at the earliest opportunity.<br /><br /><b>5. Supporting intervention strategies:</b> Documentation provides essential information for designing effective intervention strategies. It helps supervisors collaborate with human resources, employee assistance programs (EAPs), or other support services to develop tailored approaches aimed at addressing the substance abuse problem and supporting the employee's recovery.<br /><br /><b>6. Maintaining consistency:</b> Documentation promotes consistency in addressing substance abuse cases. It ensures that all incidents are handled fairly and uniformly, protecting both the affected employee and the organization from potential legal issues related to discrimination or bias.<br /><br /><b>7. Identifying workplace impact: </b>Detailed documentation assists in assessing the impact of substance abuse on the workplace. It helps supervisors understand how the employee's behavior affects team dynamics, productivity, safety, and overall organizational culture, which can further motivate them to address the issue promptly.<br /><br /><b>8. Demonstrating care and concern:</b> Thoughtful and empathetic documentation demonstrates the supervisor's genuine concern for the employee's well-being. By maintaining accurate records of conversations, recommendations, and available resources, supervisors can convey their support and willingness to help the employee overcome their substance abuse challenges.<br /><br /><b>9. Tracking progress:</b> Documentation allows supervisors to track the employee's progress over time. By recording interventions, referrals, and outcomes, supervisors can monitor improvements, provide ongoing support, and make adjustments to the assistance provided if necessary.<br /><br /><b>10. Legal compliance: </b>Proper documentation helps organizations meet legal obligations and regulatory requirements. It provides a framework for maintaining confidentiality, ensuring compliance with privacy laws, and protecting sensitive employee information.<br /><br /></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: arial;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="" data-original-height="405" data-original-width="583" height="247" src="https://blogger.googleusercontent.com/img/a/AVvXsEiV5cHev8W4XWSMfdmLWjgKhwGqEbnJVf-I6T6m-4Z-gr-RkHyAG0Nwh4Eil900X0bVXaeLGGchMIVunm04ao3K1IDCjCZH2SjTmVsuHy_U58PfXOEfW_mZkk7vNHNyz7qcE1X-xmyOd7fl0v8A-rVsvsXRsPcgUUXHc9CJV_RozS1c7U6N1Ru0Ri3YOQ=w356-h247" width="356" /></a></span></div><span style="font-family: arial;"><br /><br />Creating Effective Documentation: Ten Key Considerations<br /><br /><b>1. Accuracy:</b> Ensure that all documented information is accurate, specific, and based on observed facts rather than assumptions or biases.<br /><br /><b>2. Objectivity:</b> Maintain an objective tone, avoiding personal opinions or judgments while describing incidents or observations.<br /><br /><b>3. Clarity:</b> Use clear and concise language to make the documentation easily understandable by others who may need to review it.<br /><br /><b>4. Relevance:</b> Document only relevant information related to substance abuse concerns, focusing on behaviors and performance issues that directly impact the workplace.<br /><br /><b>5. Timeliness: </b>Record incidents and observations as soon as possible to ensure accuracy and prevent details from being forgotten.<br /><br /><b>6. Consistency: </b>Follow a standardized format and maintain consistency in documenting incidents, conversations, and interventions.<br /><br /><b>7. Confidentiality: </b>Adhere to confidentiality policies and handle sensitive information appropriately to protect the employee's privacy and maintain trust.<br /><br /><b>8. Completeness:</b> Document all relevant details, including dates, times, locations, individuals involved, and specific behaviors or incidents related to substance abuse concerns. This comprehensive approach ensures a thorough record that can support future actions or interventions.<br /></span><span style="font-family: arial;"><br /><b>9. Communication:</b> Clearly communicate the purpose and importance of the documentation to the employee. Discuss how it will be used to address the substance abuse issue, provide support, and facilitate their recovery process.<br /></span><span style="font-family: arial;"><br /><b>10. Confidentiality: </b>Emphasize the confidential nature of the documentation and reassure the employee that their information will be handled with utmost care and only shared with individuals who have a legitimate need to know.</span><p></p><p><span style="font-family: arial;">Effective documentation by supervisors is vital in motivating substance abusers in the workplace to seek help sooner. <br /><br />Accurate and comprehensive documentation establishes a record, provides objective evidence, identifies patterns, supports timely interventions, and assists in developing effective intervention strategies. <br /><br />It ensures consistency, demonstrates care and concern, helps track progress, and ensures legal compliance. <br /><br />By following key considerations such as accuracy, objectivity, clarity, and confidentiality, supervisors can create documentation that contributes to a supportive and proactive approach in addressing substance abuse issues, ultimately benefiting both the affected employee and the organization as a whole.</span></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-68862281241322160072023-05-16T21:20:00.003-07:002023-05-16T21:21:54.633-07:00TRAIN DOT SUPERVISORS ONLINE OR PURCHASE THE ENTIRE PROGRAM IN ONE OF FOUR MEDIA FORMATS AND NEVER PAY EXTRA FEES.<p> Click this image to learn about our DRUG AND ALCOHOL TRAINING AND GET IT TODAY.<br /></p><div class="separator" style="clear: both; text-align: center;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="" data-original-height="860" data-original-width="1238" height="405" src="https://blogger.googleusercontent.com/img/a/AVvXsEhRP21bj-Rr6uVz3NcUbqlEBFN9l9mkuWx54dDxSZT_KwbTUTMJWh9SP6JMiFSaptirfuRIQ3PJSh7ZjSGd4BYZmSoNlOg1Nxxrf-DbwZ0GekhB7MpaWolZVdo5oN8julfEx9Y29iueE4oDf0MNHUF06Eecei0ww5TjQ9sXJ_ikFJMmwgxcr48bgUewFg=w584-h405" width="584" /></a></div><br /><br /><p></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-16657262024589869252023-04-02T07:12:00.008-07:002023-04-03T22:56:35.230-07:00DOT Supervisors Who Ignore Marijuana Users Face Ten Major Risks<p><span style="font-family: arial;">Sure, marijuana continues to be legalized in various forms across the United States, but if your a supervisor in a company with a drug and alcohol policy, disregard these new permissions and do not allow them to bias your responsibilities in following through with a reasonable suspicion drug test of an employee you suspect is under the influence.<br /><br />Pot clinics and marijuana for medical purposes is (let's be honest) are for the most part nothing more than the camel's nose under the tent of society to eventually make recreational marijuana the mainstay, along with all of its associated problems. <br /><br />It's easy to get a medical marijuana card in most states, so as a recreational user, you get a free pass. And of course, the marijuana lobby knew this would happen.<br /><br />By the way, the American Medical Association absolutely does NOT allow any M.D. in the USA to prescribe, recommend, or support the use of THC.</span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: arial;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="492" data-original-width="537" height="253" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRuToa4ItseOmzLThgT_--Zowp9dFyk8AHMLmgN_kXWQE4ZjkDyfXK-VNPBOm0ourgaOziEc48Lb9VmhyZKk86W9_sRxvUegeBDectH_jhsTXhfgjKKJMO4KqvJNemoo4Bshx-mXCDDCr0fqb2FIn2CWTA-ql6dtgcYuNWtZRi97q1VeHoG6thrr4_iA/w276-h253/medical-marijuana-is-a-not-supported-by-ama.jpg" width="276" /><span style="text-align: left;"> </span></a></span></div><span style="font-family: arial;"><br />DOT regulated supervisors and employers may face new challenges when it comes to managing the use of marijuana among their employees. <br /><br />Employers who fail to take action to address marijuana use among their employees may face a variety of risks, ranging from safety concerns to legal liability.</span><p></p><p><span style="font-family: arial;">Here are ten risks associated with ignoring employees in the workplace who may be using marijuana. Here are the facts and the experiences you need to understand:<br /></span><span style="font-family: arial;"><br /><b>Impaired performance:</b> Marijuana use can impair cognitive function, reaction times, and motor skills, which can lead to reduced productivity and impaired performance on the job. Ignoring employees who are using marijuana could result in decreased work quality and output, which can ultimately impact the success of your business.</span></p><p><b style="font-family: arial;">Safety risks: </b><span style="font-family: arial;">Marijuana use can increase the risk of workplace accidents, particularly when employees operate heavy machinery, drive company vehicles, or work in safety-sensitive positions. Ignoring employees who may be using marijuana can lead to serious safety risks, including injuries and fatalities, which can result in legal liability for the employer.</span></p><p><b style="font-family: arial;">Increased absenteeism:</b><span style="font-family: arial;"> Employees who use marijuana may be more likely to call in sick or miss work due to marijuana-related issues, such as hangovers or health problems. Ignoring employees who use marijuana can lead to increased absenteeism, which can disrupt workflow and impact the overall success of your business.<br /><br /></span></p><div style="text-align: center;">------------------------------------------------------------------------------------------------------<br /><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="353" data-original-width="986" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi3ho5Eo4hSk9nIX86yRmNioyb6fRG48Tw5uJ8iuJ4t3oV763zJPjO4sArtskUEYqso3XO6uG-_JbojTCRgfDI9U7myDoI8fbNll87oiBU4pYO8Nrb4g6e8EEC-RnkXMfJkXrOcwk6FsycR60ZHgSdfNncZyFrrl-sMIJIagMJeF2RLvy4vrizoFO4oHA/w501-h180/header4.jpg" width="501" /></a></div><br /><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html"><span style="font-family: arial;">Get DOT Reasonable Suspicion Training for Your Supervisors</span></a><p></p><p><b style="font-family: arial;">Decreased morale: </b><span style="font-family: arial;">Employees who do not use marijuana may feel resentful or frustrated if they believe that their coworkers are using marijuana on the job without consequences. Ignoring employees who use marijuana can create a toxic work environment and lower employee morale, which can lead to decreased job satisfaction and increased turnover. These other employees may feel the urge to compensate or at worst quit, or even participate in whistle blowing to top management, even the police.</span></p><p><b style="font-family: arial;">Legal liability:</b><span style="font-family: arial;"> Employers who ignore employees who use marijuana may be held legally liable if those employees cause harm to themselves or others on the job. For example, if an employee who uses marijuana causes a workplace accident that results in injuries or fatalities, the employer could be held responsible for failing to address the employee's drug use.</span></p><p><b style="font-family: arial;">Discrimination claims: </b><span style="font-family: arial;">Employees who use marijuana for medical purposes may be protected by state or federal laws that prohibit discrimination based on disability or medical condition --- if you take action based on their medical condition, not the drug use. It depends on many factors and it NOT TRUE if they are in DOT regulated positions however! Ignoring employees who use marijuana could lead to discrimination claims if those employees are penalized or treated unfairly due to their marijuana use.<br /><br /><br /></span></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="310" src="https://www.youtube.com/embed/VIEpc1dO5xE" width="373" youtube-src-id="VIEpc1dO5xE"></iframe><br /><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html"><br /></a></div><div style="text-align: center;"><span style="font-family: arial;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html">Here about 10 slides from the DOT Training, but you can preview the full program from the link on your right, or by clicking here.</a></span></div><p></p><p><b style="font-family: arial;">Drug testing violations: </b><span style="font-family: arial;">Employers who fail to conduct drug testing or who ignore positive drug test results may be in violation of federal or state laws. For example, employers who operate in safety-sensitive industries may be required to conduct drug testing under federal law. Ignoring positive drug test results can lead to legal liability and regulatory fines.</span></p><p><b style="font-family: arial;">Increased healthcare costs:</b><span style="font-family: arial;"> Employees who use marijuana may experience health problems or may require medical attention for marijuana-related issues. Ignoring employees who use marijuana can lead to increased healthcare costs for the employer, which can impact the bottom line.</span></p><p><b style="font-family: arial;">Negative publicity:</b><span style="font-family: arial;"> If an employee who uses marijuana causes a workplace accident or engages in other inappropriate behavior on the job, it could lead to negative publicity for the employer. Ignoring employees who use marijuana can damage the employer's reputation and lead to public relations problems.</span></p><p><b style="font-family: arial;">Loss of business:</b><span style="font-family: arial;"> If an employer is known for allowing employees to use marijuana on the job or for failing to address marijuana use among employees, it could lead to a loss of business. Clients or customers may be reluctant to work with a business that does not prioritize safety or that is known for allowing drug use in the workplace.</span></p><p><span style="font-family: arial;">In conclusion, ignoring employees in the workplace who may be using marijuana can lead to a variety of risks for employers, including impaired performance, safety risks, legal liability, discrimination claims, drug testing violations, increased healthcare costs, negative publicity, and loss of business. Employers should take steps to address marijuana use among their employees, including developing clear policies, conducting drug testing as appropriate, and providing education and resources to help employees understand the</span></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-51690061447057492232023-02-22T21:03:00.003-08:002023-03-03T21:11:52.860-08:00DOT Reasonable Suspicion Training for Supervisors Online | Own Online Su...<div style="text-align: center;"><iframe frameborder="0" height="360" src="https://youtube.com/embed/3h8KYGfgCTM" width="480"></iframe></div><div style="text-align: center;"><span style="font-family: arial; font-size: medium;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html">DOT Reasonable Suspicion Training Online for Managers: Click here.</a></span></div>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-17477717354668674072023-02-19T22:38:00.001-08:002023-02-19T22:38:36.115-08:00Alcohol on the Breath at Work Means: Tips for DOT Supervisors in Reasonable Suspicion Training<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhNZ_1XFs33uvFXAtB3dakK22m-wdBN_lwEfeV_Qf4oBTkCBeIVZE6qGByBQKVib8rU5ODByV_ao2zSqQqOtGCwGYeNMWI5FCkQgcMkIOGBDZ54wMZFbWy0_86-v6-Ao-ND5w3Hbf-wMg0h3LWAqbnRvAKjY-YA4kvbXV-mgm4tmcqgTXzvWDV3LjJ7ug/s429/canthelpit.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Image of woman caught with alcohol on the breath surprised" border="0" data-original-height="429" data-original-width="406" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhNZ_1XFs33uvFXAtB3dakK22m-wdBN_lwEfeV_Qf4oBTkCBeIVZE6qGByBQKVib8rU5ODByV_ao2zSqQqOtGCwGYeNMWI5FCkQgcMkIOGBDZ54wMZFbWy0_86-v6-Ao-ND5w3Hbf-wMg0h3LWAqbnRvAKjY-YA4kvbXV-mgm4tmcqgTXzvWDV3LjJ7ug/w303-h320/canthelpit.jpg" title="I am not drinking?" width="303" /></a></div><span style="background-color: #f7f7f8; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; white-space: pre-wrap;">The liver can process about one standard drink per hour, which typically contains approximately 0.6 fluid ounces or 14 grams of pure alcohol. However, the exact amount of time it takes for the liver to process one ounce of alcohol can vary depending on a number of factors, including a person's weight, gender, age, and overall health, as well as the presence of food in the stomach and other substances in the body that may affect how the liver metabolizes alcohol.
<a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html">Preview the DOT Reasonable Suspicion Training Program supervisors overseeing regulated positions.</a></span><p></p><p style="--tw-border-spacing-x: 0; --tw-border-spacing-y: 0; --tw-ring-color: rgba(59,130,246,0.5); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 transparent; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 transparent; --tw-rotate: 0; --tw-scale-x: 1; --tw-scale-y: 1; --tw-scroll-snap-strictness: proximity; --tw-shadow-colored: 0 0 transparent; --tw-shadow: 0 0 transparent; --tw-skew-x: 0; --tw-skew-y: 0; --tw-translate-x: 0; --tw-translate-y: 0; background-color: #f7f7f8; border: 0px solid rgb(217, 217, 227); box-sizing: border-box; color: #374151; font-family: Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"; font-size: 16px; margin: 1.25em 0px 0px; white-space: pre-wrap;">It's also important to note that drinking alcohol in excess of the liver's processing capabilities can result in alcohol accumulating in the bloodstream, which can lead to impairments in cognitive and motor function, as well as other negative effects on the body. Therefore, it's generally recommended that people drink alcohol in moderation and allow enough time for their body to metabolize it before engaging in activities that require full alertness and coordination.</p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-16731488612619823582023-02-18T21:57:00.005-08:002023-02-19T19:26:21.206-08:00#5 of 43 Signs and Symptoms to Spot in DOT Reasonable Suspicion for Drug and Alcohol Awareness: Dramatic Weight Loss<p><span style="font-family: arial;"></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: arial;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEglR9uXp4s_ZY8gz3gjNYvcQYIQ4R5h6mnZwodABl5bnDxCb6-IuDKdhTJgWoKXonBw-Mi9cFemFEHVgqZedKpOR_db1uXaDSAG4azJbxcBbPHQXhjklOCFWfJa3uYhhUjye1crQ0G3uZcvRDypCIee09Y5S1JzV82d177uHwaqvWsLISmIdRjnXtZ0Lg" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Image of skinny drug addict" data-original-height="568" data-original-width="475" height="400" src="https://blogger.googleusercontent.com/img/a/AVvXsEglR9uXp4s_ZY8gz3gjNYvcQYIQ4R5h6mnZwodABl5bnDxCb6-IuDKdhTJgWoKXonBw-Mi9cFemFEHVgqZedKpOR_db1uXaDSAG4azJbxcBbPHQXhjklOCFWfJa3uYhhUjye1crQ0G3uZcvRDypCIee09Y5S1JzV82d177uHwaqvWsLISmIdRjnXtZ0Lg=w335-h400" title="Drug addict who has lost weight" width="335" /></a></span></div><span style="font-family: arial;">Every <a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html">DOT Supervisor Training program in reasonable suspicion</a> will include, or should<br /> include a signs and symptoms checklist that supervisors retain for future reference. One of those signs is dramatic weight loss. "Look for employees experiencing dramatic weight loss." <br /><br />Supervisors can confront employees simply because they are losing weight. However, this is not the point of spotting this important sign. The true reason is to help the supervisor pay attention to such employees because a future of behavioral and performance problems is just around the corner. <br /></span><span style="font-family: arial;"><br />There are several reasons why some drug users may experience dramatic weight loss. Here are some of the most common reasons: <br /></span><span style="font-family: arial;"><br />Loss of appetite: Many drugs can suppress appetite, making it difficult for users to eat enough food to maintain a healthy weight. Stimulants such as cocaine and methamphetamine, for example, can reduce feelings of hunger and increase metabolism, leading to weight loss. <br /></span><span style="font-family: arial;"><br />Increased metabolism: Some drugs, such as methamphetamine and ecstasy, can increase metabolic rate, causing the body to burn calories at a faster rate. This can lead to weight loss, especially if the user is not consuming enough calories to compensate for the increased energy expenditure. <br /></span><span style="font-family: arial;"><br />Poor nutrition: Drug use can interfere with healthy eating habits and lead to poor nutrition. Users may skip meals, choose unhealthy foods, or simply not have access to nutritious food. This can result in weight loss and malnutrition.<br /></span><span style="font-family: arial;"><br />Dehydration: Some drugs, such as cocaine and ecstasy, can cause dehydration. This can lead to a loss of water weight, which may contribute to overall weight loss.<br /><br /></span><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/9bbWhiWQ7pE" width="480" youtube-src-id="9bbWhiWQ7pE"></iframe></div><div><br /></div><div style="text-align: center;"><a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html"><b><span style="font-family: arial; font-size: medium;">Preview link for DOT Training</span></b></a></div><span style="font-family: arial;"><br />Illness: Some drug use can lead to serious health problems that may cause weight loss. For example, long-term use of opioids can cause gastrointestinal problems that can lead to malabsorption of nutrients, which can result in weight loss.</span><div><span style="font-family: arial;"><br /></span></div><div><span style="font-family: arial;"><table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left;"><tbody><tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEhb750010fXgcCvi4OdH8VouVmi1LxlmMUH02H8mG6N_ejZjZC8DDQoVmRt6OirxiZ5MmAD0BBRs9DB--Qok3Y-TxJKSUpRU3484ovpIEqFxESw4Ac86yJVc6gZjtCOPOdGXRYFfM9hOoZvXFw9kOPbH-aojmTq_XnmAIG9GfbYW4DxZdL2hZJ9ezaSRg" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="This is one of the 8 handouts from the course showing the performance of an employee getting sicker from substance abuse and having job performance problems also getting worse." data-original-height="832" data-original-width="648" height="400" src="https://blogger.googleusercontent.com/img/a/AVvXsEhb750010fXgcCvi4OdH8VouVmi1LxlmMUH02H8mG6N_ejZjZC8DDQoVmRt6OirxiZ5MmAD0BBRs9DB--Qok3Y-TxJKSUpRU3484ovpIEqFxESw4Ac86yJVc6gZjtCOPOdGXRYFfM9hOoZvXFw9kOPbH-aojmTq_XnmAIG9GfbYW4DxZdL2hZJ9ezaSRg=w311-h400" title="Handout tip sheet for supervisors on performance of a drug/alcohol using employee" width="311" /></a></td></tr><tr><td class="tr-caption" style="text-align: center;"></td></tr></tbody></table><br /><br /></span><span style="font-family: arial;"><br />It's important to note that weight loss can also be a sign of drug abuse or addiction, so if you or someone you know is experiencing significant weight loss as a result of drug use, it may be a sign that they need help.</span><p></p><br /></div>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-30956620817569219982023-02-10T20:50:00.003-08:002023-02-10T21:14:07.738-08:00Discourage DOT Supervisors from Drinking with Employees to Help Ensure Your Reasonable Suspicion Testing Program Is Viable <p>Here's an idea to share in your <span style="color: #2b00fe;"><u><a href="https://www.workexcel.com/dot-reasonable-suspicion-training-for-supervisors-education-compliance-with-60-60-requirement/" target="_blank">reasonable suspicion training program with DOT supervisors</a></u></span>. It can be</p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEho5Hwo7UIqHlpu36rPc3_b0z6Wif7fmBjnLE_TaqqRTVmldXdA-APKoRBZMXcVFUvXnJO9mb5jK4u93XjpeOp9CT8Fk7fKD6cW3jA078aMFA_kVHfdkZyr3uGwsMBzPGyzE9b04WEX_1EGCzasq7eYm_8sGPDvFhOfr5vl0YGnNVJYFTlIXxCuYk4CEg" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="" data-original-height="194" data-original-width="150" height="336" src="https://blogger.googleusercontent.com/img/a/AVvXsEho5Hwo7UIqHlpu36rPc3_b0z6Wif7fmBjnLE_TaqqRTVmldXdA-APKoRBZMXcVFUvXnJO9mb5jK4u93XjpeOp9CT8Fk7fKD6cW3jA078aMFA_kVHfdkZyr3uGwsMBzPGyzE9b04WEX_1EGCzasq7eYm_8sGPDvFhOfr5vl0YGnNVJYFTlIXxCuYk4CEg=w260-h336" width="260" /></a></div><br /> be a little controversial.<br /><br />It's not unusual for supervisors and employees to bump into each other outside of work. You'll find supervisors and employees having their kids on Little League teams, shar news in the hardware store, or have friendly chats buying groceries. But socializing more closely and personally can raise issues. <br /><br />It's important to touch base with managers in about one type of socializing in particular -- using drugs and alcohol together after hours in the social setting. <br /><br />Listen, it is going to happen, at least when it comes to alcohol use, but awareness is key because it can undermine a drug-free workplace program that has reasonable suspicion testing component associated with it.<br /><br /><span style="color: #2b00fe;"><u><a href="https://www.workexcel.com/dot-reasonable-suspicion-training-for-supervisors-education-compliance-with-60-60-requirement/">Drug and alcohol training for supervisors</a></u></span> is not just about employee signs and symptoms. It's also about heading problems off at the pass. Because a supervisor who drinks with an employee is one that is subject to emotional blackmail and excuses that easily cause a supervisors to increase risk to the organization if they ignore their responsibility for making a referral to testing.<br /><br />Supervisors and managers should avoid drinking with employees in a social setting because it can create a perception of favoritism and bias, not just among observers but between the supervisor and the employee. <br /><br />The employee who drinks with the supervisor will feel more empowered to come to work after drinking or actually drink on the job if they are so inclined to do it. The reason: Less fear equals less exercise of self-control and self-discipline.<br /><br />Of course, drinking with employee will blur the lines of professional boundaries, and potentially lead to unprofessional behavior that includes intoxication, but along with this can be sexual harassment, lighting up a joint of <span style="color: #2b00fe;"><u><a href="https://www.workexcel.com/marijuana-education-and-awareness/">cannabis</a></u></span>, and completely undermining authority necessary to maintain a strong human resources endeavor.<br /><br /><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEjmjyyEcAsM725u-dGxfDn36PWIbCW1z5baH7KMTIEJyh-yLUQz7H6tIk2j0EpOBlY6o0gjHRBs_XgimSxdaVPY6Xx6o5kvrdL4a0khIeuEZrdl4Y6BEj-073PeEt6SKQytsW3D9PcOpIHWzz_4Kvk5KLnRPAJDysaMUTAD7c5u_LjNRhfdOSEtbSpVcA" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="cover slide to the dot reasonable suspicion training program showing various employees" data-original-height="757" data-original-width="1090" height="278" src="https://blogger.googleusercontent.com/img/a/AVvXsEjmjyyEcAsM725u-dGxfDn36PWIbCW1z5baH7KMTIEJyh-yLUQz7H6tIk2j0EpOBlY6o0gjHRBs_XgimSxdaVPY6Xx6o5kvrdL4a0khIeuEZrdl4Y6BEj-073PeEt6SKQytsW3D9PcOpIHWzz_4Kvk5KLnRPAJDysaMUTAD7c5u_LjNRhfdOSEtbSpVcA=w400-h278" width="400" /></a></div><br />It is very likely that when supervisors drink with employees a new perception of the supervisor becomes established. The supervisor suddenly experiences "familiarity" with employees. This is a sense of relationship that diminishes fear of harm and allows bonding between parties. Sounds good, so what is wrong this model of human interaction. The answer: Plenty!<br /><br />Employees are wary and concerned about how they are seen by their supervisors. The reason of course is simple economics. <br /><br />A supervisor who is friendly and familiar to you, and close and emotional, is also one that you will perceive as less threatening to your job or financial situation. This can lead you to not be as cautious or concerned about your performance, quantity or quality of work, and other factors like being organized, worrying less about how you are perceived, and of course all of this hurts the bottom line.<br /><br />When a supervisor drinks with employees, they may be less trusted by employees who do not socialize<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEgTc9nxcn9jrXebSXaFpOmKiSTQvHpTe8j1BekuNGOWhp9_ySCN9JAR85uMJxU5qEUebIV5f2KXCWmHLjiiCxQTWGOBFC4B0Uck-d5mgDWoIYaoJRW3hM-Ps3Vl7jFnEHc12_D4xM5EtVM4wYipxChM9szI_VEeweWJSGOqRfmc29rWH3RvC8G-qB3Jrg" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="Lady pleading with supervisor not to refer to testing" data-original-height="538" data-original-width="496" height="400" src="https://blogger.googleusercontent.com/img/a/AVvXsEgTc9nxcn9jrXebSXaFpOmKiSTQvHpTe8j1BekuNGOWhp9_ySCN9JAR85uMJxU5qEUebIV5f2KXCWmHLjiiCxQTWGOBFC4B0Uck-d5mgDWoIYaoJRW3hM-Ps3Vl7jFnEHc12_D4xM5EtVM4wYipxChM9szI_VEeweWJSGOqRfmc29rWH3RvC8G-qB3Jrg=w367-h400" title=""But we are friends!"" width="367" /></a></div><br /> with them in the same way. This can lead to problems with trust and morale.<br /><br />Additionally, <u><span style="color: #2b00fe;"><a href="https://www.workexcel.com/avoid-alcohol-abuse-and-binge-drinking/">alcohol can impair judgemen</a>t</span></u> and lead to actions or statements that could have negative consequences for both the supervisor and the employees. This could result in legal and ethical issues, especially if <u><span style="color: #2b00fe;"><a href="https://www.workexcel.com/avoid-workplace-harassment-training-and-prevention-program/">harassment</a></span></u>, discrimination, or other forms of unprofessional behavior occur.<p></p><p>In short, supervisors and managers should maintain a professional distance from their employees, even in social settings, in order to protect both themselves and their team from potential problems. <br /><br />There is nothing new about this idea, but if it means not confronting an employee who has <u><span style="color: #2b00fe;"><a href="https://www.workexcel.com/ten-excuses-employees-give-when-confronted/">alcohol on their breath</a></span></u> because you fear losing the friendship, then you are a serious role conflict situation on your hands that can lead to big problems.</p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-79220880614037493482022-10-30T14:07:00.003-07:002022-10-30T14:07:42.621-07:00CBD Oil, THC, and Your Job: Unregulated. Risky. You Can Lose Job for a Positive Test from Using CBD Oil - Here's How!<iframe width="480" height="360" src="https://youtube.com/embed/S2QGg-CYdPc" frameborder="0"></iframe>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-56909648381834381262021-07-05T06:58:00.002-07:002021-07-05T06:58:45.738-07:00Reasonable Suspicion Training for DOT Supervisors and the Behavior of Missed Deadlines<p><span style="font-family: arial;">Most DOT <a href="http://workexcel.net/dot-supervisor-training.html">reasonable suspicion training programs</a> naturally focus on the signs and symptoms of intoxication or substance abuse on the job that employees might exhibit when using substances of abuse.<br /><br />These immediately observable indicators of possible intoxication are certainly important to understand. However, there are other signs and symptoms that are performance related, and they are important, too.<br /><br />Performance issues can be more subtle, but they allow the supervisor to look at the total picture and come to a more responsible decision to confront and refer to testing.<br /><br />Missed deadlines are obviously not a symptom that is directly caused by substance abuse on the job, but are we sure? This is a performance issue, but it can be linked to drug and alcohol addiction. And the chances increase that this is the case following failed attempts by the supervisor to correct the problem. <br /><br />So, how should you manage such symptoms without violating an employee rights or the drug free workplace policies guidelines? <br /><br />You can't test an employee who missed deadlines. However, you can get suspicious and keep your eyes open for more signs and symptoms that you can actually document. (And if you have an EAP or an EAP consultant, this is the path to easier intervention when substance abuse intoxication symptoms are not present.)<br /><br />Employees who do not make deadlines consistently are suffering from a lack of urgency. Urgency is a force that makes you act. It is a natural stimulus associated with the pain-pleasure principle. <br /><br />A sense of urgency can be undermined by drugs and alcohol, but not because these things can make a person drunk. Instead, substance of abuse including alcohol remove psychological pain associated with matters of urgency in our lives. They prompt procrastination. <br /><br />This is why alcoholics, drug addicts, food addicts, gambling addicts, and others postpone health care, paying bills, or even brushing their teeth and getting their car washed. (Of course, no all addicts have these characteristics, but you get my point. Drugs and alcohol "short circuit" motivation act.<br /><br />You may find it surprising, but unless you have been in the "occupational alcoholism" field (which preceded the broad-brush EAP movement of the 70's) for 50 years, you won't have any memory or knowledge associated with the fact that this exactly what failed in the 1950's when supervisors and managers were trained and educated to identify and confront employees who were using alcohol or other drugs on the job. Very few employees were ever so identified. Seldom were symptoms easily found.<br /><br />What was discovered however, is that performance problems in the way of attendance, quality of work, increased workers' compensation costs for injuries, theft, and conflicts, often pointed to substance abuse, and referring employees to professional counselors for these performance issues would ultimately discover the drug or alcohol addiction. So, this is the rationale for focusing on performance. But there is one other reason, that is even more compelling.<br /><br />Companies that institute drug-free workplace and testing policies want to reduce risk of substance abuse creating losses of many kinds. The goal is not to "test" -- the goal of a program is reducing risk! Understand this much, and you become a powerful advocate for employee assistance program mechanisms that intervene with job performance issues.<br /><br />Because of drug testing and drug free workplace policies came into prominence in the mid-1980's, reasonable suspicion training was once again forced into the mainstream of drug-free workplace training, as it had to be, and supervisors began immediately to look for blood shot eyes, alcohol on the breath, staggering gates, and bloody shot eyes.</span></p><p><span style="font-family: arial;">This is all well and good, but it is critical for managers to understand that performance issues like attendance, quality of work, quantify of work, absenteeism, behavior on the job, and conduct are the driving forces for identifying troubled workers, a percentage of which will be alcohol and drug addicted.<br /><br />When supervisors focus on all of these performance related issues and attempt to refer employees to the EAP, a significant increase substance abusing employees are identified.<br /></span><span style="font-family: arial;"><br />Employees sometimes miss deadlines for various reasons
even when clear expectations are set and all the tools and information they
need are available to them.<br /></span><span style="font-family: arial;"><br />However, when missing deadlines becomes habitual,
you need to pay attention, especially if it continues to happen even after
you’ve explained in detail how it affects team performance or you've given fair
warning. If your employee has always been punctual with deadlines and suddenly
starts missing them, you also need to take note.</span><span style="font-family: arial;"> <br /></span><span style="font-family: arial;"><br />Employees struggling with substance abuse may find it difficult to keep up with
deadlines such as important projects, meetings and appointments, and even
regular daily tasks. This becomes increasingly apparent when an employee is
distracted by a hangover or withdrawal or when their substance abuse begins to
affect their physical and mental health and morale.</span></p><p class="MsoBodyText"><o:p></o:p></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-43460161931050844862021-05-02T11:50:00.002-07:002021-05-02T12:04:10.517-07:00Consider Offering DOT Supervisors More Information on the Most Serious Drugs of Abuse like Heroin and Fentanyl<p><span style="font-family: arial;">Most supervisors know that they are not supposed to be experts on the signs and symptoms of each type of drug of abuse, but some drugs of abuse are so deadly and destructive, in addition to have plenty of adverse effects on the workplace, that it is worth give DOT supervisors a bit more information about the most serious substances so they are well-armed in the fight for a drug free workplace.<br /><br /><br /></span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEioKE8lq9aHoPPExKgxeU0wDaDRdVDgAx-m7DbrNB1VnpnTRsxGv2tVeujIwVHpFa5bfY66YyPk4Ofv1Wc52aZEABp31MjeamzGwynB60gPvszKiMLjVPj0l4wCg62X6M2F124TQuwK56oF/s701/Heroin-image-1.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img alt="Heroin in spoon" border="0" data-original-height="281" data-original-width="701" height="160" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEioKE8lq9aHoPPExKgxeU0wDaDRdVDgAx-m7DbrNB1VnpnTRsxGv2tVeujIwVHpFa5bfY66YyPk4Ofv1Wc52aZEABp31MjeamzGwynB60gPvszKiMLjVPj0l4wCg62X6M2F124TQuwK56oF/w400-h160/Heroin-image-1.JPG" title="Heroin is in the workplace. Help supervisor get the inf" width="400" /></a></div><br /><span style="font-family: arial;"><br />One of these tremendously impactful substances is Heroin, and the man derivatives of it and other deadly opioids like Fentanyl. It might even be worth having a separate <a href="https://www.workexcel.com/dot-reasonable-suspicion-training-for-supervisors-education-compliance-with-60-60-requirement/" target="_blank">DOT reasonable suspicion training</a> module on Fentanyl or Heroin to help managers have better drug and alcohol awareness so they can act on reasonable suspicion.<br /></span><span style="font-family: arial;"><br />Consider the following information as a supplement to your DOT supervisor training, but have added this material to course 155 at WorkExcel.com.<br /></span><span style="font-family: arial;"><br />Opioids are a tricky group of substances. If the addict can use the right amount, and the right time, and in the right way, it is possible for the supervisor overseeing DOT employees since heroin gets so much attention, it might be valuable to know what the symptoms of its use actually are. <br /><br /><br /></span><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgby3opLnchm4PXz7kBWkSUD_oFf0SR_oAyKvLZnE1J2pOoNhNXdakWmgvjjwZKoulGxvqeQ8hQmBZF3LoLwjYZFQ5XA9TzeXkKoV5vCQm4WgXE8INGXXlEhlxBBIum30UGfx0FSaYDyZ_D/s589/Heroin-2.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img alt="Heroin on table" border="0" data-original-height="230" data-original-width="589" height="156" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgby3opLnchm4PXz7kBWkSUD_oFf0SR_oAyKvLZnE1J2pOoNhNXdakWmgvjjwZKoulGxvqeQ8hQmBZF3LoLwjYZFQ5XA9TzeXkKoV5vCQm4WgXE8INGXXlEhlxBBIum30UGfx0FSaYDyZ_D/w400-h156/Heroin-2.JPG" title="Heroin is used by employees, but it is hard to find obvious use" width="400" /></a></div><br /><p></p><p><span style="font-family: arial;">Immediate signs of heroin use that might be experienced after dosing may include vomiting, nausea, itchy skin, and dry mouth. <br /></span><span style="font-family: arial;"><br />Although such symptoms alone do not demonstrate heroin use, other symptoms may include the following as the body of the user becomes more affected: sleepiness, drowsy appearance, foggy or confused state, and slow breathing. <br /><br />Employees who are long-term users may have unexplained skin irritations, abscesses, or infections along with needle marks or bruising. Heroin users typically have severe withdrawal symptoms, and rather than symptoms of use, these withdrawal symptoms are often spotted by supervisors or coworkers: agitation, shakes and cold sweats, bone and muscular pain, vomiting, diarrhea, and nausea. Heroin users may look physically well, engaged, and very communicative. <br /><br /><br /><br />Their lifestyle, however, requires that they learn how to deceive, put on a positive appearance, and lie to those who oversee their work in order to avoid confrontation and detection of their drug use problem.</span></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen="" class="BLOG_video_class" height="266" src="https://www.youtube.com/embed/8n246y7hslc" width="320" youtube-src-id="8n246y7hslc"></iframe></div><br /><p></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-69235185941347346662021-02-15T09:22:00.031-08:002021-02-15T09:38:54.674-08:00Critical Follow Tips for DOT Employees Treated for Addiction After Identification for Reasonable Suspicion<p>One of the most important
functions in reducing risk to American workplaces is providing effective follow
up and tracking of recovering alcoholics and drug addicts.<br /><br />This task is easier said that done, not just because addicts can be an elusive
bunch, but because few addiction treatment professionals really know how to do
it well. Why? <br /><br />The root cause of follow up failure is not lack of good communication. Instead, it is failure to undestand or having a poor understanding of the chronic disease model of
addiction--not knowing what is involved in recovery.<br /><br /><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank">Reasonable suspicion training is critical for DOT supervisors</a>, but have ever heard the trainer discus follow?</p><p class="MsoNormal" style="mso-pagination: none;">Everyone knows follow up is important, but very few managers or companies that have a crucial stake in the recovery of the worker and preventing relapse
ask, “what happens in follow-up?” <br />
<br />
With thousands of dollars spent on one employee after referral to treatment, and enormous risk to self,
family, and community, the successful recovery of the alcoholic or drug addict
cannot be overstated. Unfortunately, far from being overstated, this topic is
often entirely ignored.<br />
<br />
In following up an employee treated for addictive disease, especially one who
is a DOT (U.S. Department of Transportation) worker referred for using drugs or
alcohol on the job, many questions are required and a frequency of these
questions asked of the employee is crucial to help the worker move toward
complete abstinence of psychoactive drug use and elimination of beverage
alcohol entirely from his or her life. Note that any representation to you that
abstinence is not required for successful treatment of a DOT employee in
treatment, is absolutely unacceptable.<br />
<br />
This article therefore is authored to help DOT supervisors and managers, even
if they have had DOT training, understand follow-up, what is supposed be going
on behind the scenes, and when relapse happens having some appreciation for the
dynamics in the big, mysterious “why.”<br />
<br />
It goes without say that each contact, whether in person or by voice phone, should
be recorded in a note making system. This allows not only a record, but the
ability to track the pattern of what I called “diminished recovery syndrome” or
DRS. Diminished recovery syndrome is a pattern of behaviors or lack thereof that
demonstrate a diminishing involvement in the patient’s self-treatment necessary
to recover from addictive disease and move into sobriety. <br />
<br />
After treatment, these contacts to be weekly. And the following questions are
also included.<span lang="EN" style="font-size: 12pt; mso-ansi-language: EN;"><o:p></o:p></span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg4GiESJthDLmlqZDS5l589sgUWSFe4UHdyi-PK46jL7CbpjLFrNsA3XJwztWATUAtXt7iGZUoVtAx_H6P_1_DeTzfTcmFVmK3SxDPxzFFxPcHzXYrkUIH50KrH8bV5nPWtxegvGh2IyMwG/s847/2-15-21%25251224.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="283" data-original-width="847" height="161" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg4GiESJthDLmlqZDS5l589sgUWSFe4UHdyi-PK46jL7CbpjLFrNsA3XJwztWATUAtXt7iGZUoVtAx_H6P_1_DeTzfTcmFVmK3SxDPxzFFxPcHzXYrkUIH50KrH8bV5nPWtxegvGh2IyMwG/w483-h161/2-15-21%25251224.JPG" width="483" /></a></div><br /><div class="separator" style="clear: both; text-align: center;"><b style="text-align: left;"><span lang="EN" style="mso-ansi-language: EN;">Is the DOT Employee Abstinent from Alcohol and
Psychoactive Drug Use</span></b></div>
<p class="MsoNormal" style="mso-pagination: none;"><span lang="EN" style="mso-ansi-language: EN;">Of course, the most important question to asking the newly recovering DOT
employee whether or not they have been completely abstinent. Are you thinking
that these employees will lie? Think again. Self-reporting is extremely
accurate, but another more powerful reason exists, which explains honesty in
interview questions and follow-up. That reason is abstinence and excitement at
being sober. A week out of treatment, very few employees will drink or use
drugs. If relapse comes, typically come many weeks or months later.<br />
<br />
The employee should also be queried about<span style="mso-spacerun: yes;">
</span>complete abstinence from alcohol and drugs of abuse or substances that
could have a psychoactive effect. This includes “Near beer” or “O’Douls beer. If
the answer to any question demonstrates relapse, then intervention and
motivational counseling to get back into recovery must occur at once.<br />
<br />
Abstinence refers to cessation of any alcohol products, medicinal products with
alcohol as an ingredient, or other mood altering substances. Consumption of any
of these substances is tantamount to relapse. As you can see, it is extremely
important for the treatment program to educate the patient about steps needed
in recovery. Expect problems otherwise.<o:p></o:p></span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgkfHTWyB8d480LdaR5F1Q8_6g9qwe37QN3rIbQ_rZuusD_QmTuWg59aU1zSa38iY_CIdFHnlKbSRkbNmAC5WZ2nrffI8nWngQKvVOyjlcjgHbXyxs8T0DKMxtXUa_ge05fZrDanbPf4yul/s898/2-15-21%2525022532.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="339" data-original-width="898" height="211" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgkfHTWyB8d480LdaR5F1Q8_6g9qwe37QN3rIbQ_rZuusD_QmTuWg59aU1zSa38iY_CIdFHnlKbSRkbNmAC5WZ2nrffI8nWngQKvVOyjlcjgHbXyxs8T0DKMxtXUa_ge05fZrDanbPf4yul/w557-h211/2-15-21%2525022532.JPG" width="557" /></a></div><p></p><p class="MsoNormal" style="mso-pagination: none;"><b><span lang="EN" style="mso-ansi-language: EN;">Record of: Last contact the employee had with the
employee assistance program</span></b></p>
<p class="MsoNormal" style="mso-pagination: none;"><span lang="EN" style="mso-ansi-language: EN;">DOT workers in recovery should be in touch with an employee assistance
program. And every company of any appreciable size should have an EAP. There
simply is no excuse in allow the behavioral risk exposure to exist otherwise.
And this includes 800# programs that almost entirely rely upon self-referral,
and only skim the surface in identifying important and urgent behavioral risk
exposures of troubled employees.<br />
<br />
EAPs are closest to the employer and present significant ability to motivate
employees to participate, and stay involved with their recovery programs. A
lack of EAP participation means the employee has the ability to distance
themselves from the leverage or threat posed by job loss or some other
disciplinary action for failure follow through with treatment recommendations.<br />
<br />
We will continue in the next post with more critical questions in follow up. In
the meantime, do you need reasonable suspicion training? If so, you can
purchase training here at WorkExcel.com or you can see a preview of the full
program at this preview page. You can also print the brochure here and fax it
to us or phone us at 1-800-626-4327. Please phone 843-981-4759 if you get voice
mail at 800-626-4327. Don’t leave a voice mail.<o:p></o:p></span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjWIDetwQVdmHT4LpUigkal1f_pJ4d_9zUuHiKhxt2ivVe-MKOf71Tiw6io7sy9iif_C4IVjmKxHxAKdaW11BneoJWcBIe-OWYpv0DDWolJDRKaDR9m3ctgeB1GMNyROwsb-2hmSdeLBnKb/s819/2-15-21%2525122733.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="303" data-original-width="819" height="198" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjWIDetwQVdmHT4LpUigkal1f_pJ4d_9zUuHiKhxt2ivVe-MKOf71Tiw6io7sy9iif_C4IVjmKxHxAKdaW11BneoJWcBIe-OWYpv0DDWolJDRKaDR9m3ctgeB1GMNyROwsb-2hmSdeLBnKb/w538-h198/2-15-21%2525122733.JPG" width="538" /></a></div><br /><p></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-53894916058764342422021-02-14T07:34:00.001-08:002021-02-14T07:34:46.126-08:00
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<div><h1>Substance Abuse in the Workplace: 4 Essential Elements to Stop It From Happening</h1>
<p>The Department of Transportation (DOT) requires businesses in the transportation industry to ensure that personnel authorized to supervise drivers undergo training on alcohol misuse and controlled substances use. The training covers all factors which may indicate possible substance abuse, i.e., physical, behavioral, speech, and performance factors. Why so?</p>
<p>Substance abuse is a worldwide phenomenon that costs lives. In American society, drug addiction and abuse cost the U.S. “$740 billion annually in lost workplace productivity, healthcare expenses, and crime-related costs,” according to the National Institute on Drug Abuse's (NIDA) 2017 “Trend & Statistics” report.</p>
<p>The problem is complex and requires a multi-pronged approach to be resolved and prevented. This is why industry-specific programs such as the <span style="background-color: rgb(255, 255, 0);">DOT Supervisor Compliance Training Online course, </span>exist.</p>
<p>For employers, nipping the incidence of substance abuse in the bud is essential. Companies bear the brunt of the financial costs of workplace substance abuse in the form of:</p>
<ul><li> Safety risks</li><li> Healthcare costs</li><li> Low productivity</li><li> Absenteeism</li><li> Compensation and disability claims</li></ul>
<p>In the transportation industry, human resources managers and training experts can benefit immensely from <span style="background-color: rgb(255, 255, 0);">DOT supervisor compliance training online</span>. Aside from it being a compliance requirement, it hones the trainee's skills for identifying possible substance abuse among drivers and recommending the appropriate course of action. </p>
<h2><strong>How to stop it from happening </strong></h2>
<p>In your unique role as HR manager or training expert, the <span style="background-color: rgb(255, 255, 0);">DOT Supervisor Compliance Training Online</span> program is a valuable resource for addressing the issue of substance abuse among drivers.</p>
<p>To guide you in your objectives of resolving and preventing the recurrence of substance abuse, here’s a list of essential elements to stop it from happening:</p>
<h3>1. Know what signs to look out for</h3>
<p>There are several symptoms abusers are known to exhibit at work. The following are the most common possible signs:</p>
<ul><li> Unexplained change in attendance and job performance</li><li> Drastic personality changes such as anxiety and mood swings</li><li> Frequent and prolonged bathroom use</li><li> Sudden lack of responsibility, and difficulty performing ordinary tasks</li><li> Deteriorating workplace relations</li></ul>
<h3>2. HR intervention and corrective action</h3>
<p>Substance abuse is a sensitive matter and must be handled with compassion and professionalism. If you have a reasonable basis for engaging in intervention or recommending a course of action (e.g., a drug test), it must be communicated diplomatically.</p>
<p>You must ensure you get to the heart of the matter, or the reason why substance abuse has become a problem. This way, you can recommend further steps to ensure the problem is resolved with no risk of recurrence.</p>
<h3>3. Employee education</h3>
<p>Over and above HR intervention, prevention is key.</p>
<p>You can discuss the effects of substance abuse with personnel, especially drivers. Focus on how it can threaten their relationships at work, their job security, the company itself, their co-workers, and their families. Talk about the risks irresponsible driving poses to civilians on the road, to property, and the drivers themselves. </p>
<p>Coupled with company support, developing awareness among employees will go a long way in preventing substance abuse in and out of the workplace.</p>
<h3>4. Family and social support</h3>
<p>Any substance abuse program will have limited impact without the active participation of family members and the required community support.</p>
<p>In individual cases, you will need to reach out to the concerned driver’s family, explain the situation, and get their support. To involve the community at large, you can spearhead information drives to assist and complement company-sponsored substance abuse programs. You can also partner with local government units in furthering the same.</p>
<p>For more information on the <span style="background-color: rgb(255, 255, 0);">DOT Supervisor Compliance Training Online</span> course and more specific ways to manage substance abuse among drivers, get in touch with us today.</p>
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</html>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-58657056456367339842021-02-09T20:48:00.006-08:002023-06-14T11:59:10.694-07:00Nine DOT Reasonable Suspicion Training Tips And A Discussion for DOT Supervisors for Substance Abuse Education and Awareness<p><b style="font-size: 14pt;">Background on <a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">Reasonable SuspicionTraining</a></b></p><p class="MsoNormal"></p><div class="separator" style="clear: both; text-align: center;"><br /></div>The U.S. Department of Transportation requires alcohol and drug
awareness training of supervisors who oversee employees in safety-sensitive
positions. <br />
<br />
This training must encompass one hour of alcohol awareness and education and
another hour of drug awareness training and education with the purpose of
helping these managers spot the signs and symptoms of substance abuse in the
workplace or behaviors that give rise to reasonable suspicion of workplace
substance abuse. The also must understand the symptoms of use, hazards of use in the workplace, and effect of the major drug groups on behaviors of workers.<br /><br />DOT employees consuming substances on the job are at risk for serious accidents<br /><p></p><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><p class="MsoNormal"></p><div style="text-align: left;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgdfcqsUckSoXVcFCXE5wuDSwzPYT7ElzQW19Mp6tWKFWCf3LvIe9kpLobtI_9iIbjEHDMxjfQBNFcbckZOSnyefe42d9oFgHQTG8-E8FiTxMslYU9AOysdCV0kKbobdlJLhnlWDvJI-koE/s752/dizzy.JPG" style="margin-left: 1em; margin-right: 1em; text-align: center;"><img alt="DOT employees using drug and alcohol visual" border="0" data-original-height="296" data-original-width="752" height="218" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgdfcqsUckSoXVcFCXE5wuDSwzPYT7ElzQW19Mp6tWKFWCf3LvIe9kpLobtI_9iIbjEHDMxjfQBNFcbckZOSnyefe42d9oFgHQTG8-E8FiTxMslYU9AOysdCV0kKbobdlJLhnlWDvJI-koE/w554-h218/dizzy.JPG" title="Dizziness of workers using substances" width="554" /></a></div><p></p></blockquote><p class="MsoNormal"><br />
<br />
There is a lot packed into the above paragraph above, but here’s what important
to note: That’s about all the DOT says about what must occur regarding training of
supervisors. There is not "certification" of supervisors. I am often phoned by companies asking if we certify trainers. Answer: It's not necessary.<br /><br />Of course many people do training live, and for presenting to a classroom of via ZOOM, you have to be a experienced professional to impart the material effectively.<br /><br /> You are pretty much on your own to figure out what training should
ultimately include. <br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">U.S. DOT Does Not Specify a Heck of
A Lot</span></b><br />
<br />
The DOT does not specify the type of training modality. They don’t mention
anything about certification. However the DOT does specify the drugs and alcohol content and what supervisors should know about it.<br /><br />Note: When the 1986
Drug Free Workplace Act was signed by President Ronald Reagan, five general
categories of drugs of abuse were mention specifically, including Phencyclidine
or PCP. Remember that stuff? You don’t hear much about it anymore, but it’s
still out there. (Controls on its ingredients caused a fast drop-off in its
production by drug criminals.) <br />
<br />
WorkExcel.com’s training always hit these five major drug categories – <o:p></o:p></p><br />
<p class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]-->alcohol, <o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]-->depressants, <o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]-->stimulants, <o:p></o:p></p>
<p class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]-->hallucinogens,<br /><br /> marijuana<br /><br /> PCP<o:p></o:p></p>
<p class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span>Within these categories are host of other drugs of abuse
like various opioids, club drugs, inhalants, and odd substances, many of which
are illegal but still available off the Internet – peyote, mescaline, bath
sales, Spice/K2, Saliva, Ketamine, GHB, Meth, Ecstasy, and more.</p><p class="MsoNormal"><br />Recently, the department of Health and Human Services stated that four different opioids should be included in federal employee/supervisor drug awareness and education. These are all derivatives of hydrocodone and oxycodone. (<a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">So, we added these to our DOT training program.</a>)<br />
<br />
We wrote this article from experience and include nine tips we think are worth
considering when you are training your supervisors in reasonable suspicion.
There are more than nine tips that we would like to share, but at the risk of
making this article no longer than it is right now, let’s keep it to these
nine.<br />
<br />
Reasonable suspicion training of supervisors is a lot more than just turning on
a video to manager get educated on this
stuff. All supervisors come with a host of experiences, biases, myths, and
misconceptions about alcohol, drug abuse, addiction, who gets these
afflictions, why they get these afflictions, and what should be done about it
once a person realizes they are an addict.<br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">What About Alcoholic DOT Supervisors?</span></b><br />
<br />
Let’s face it, you may have supervisors who are alcoholics. Often they can be
the most opinionated in drug and alcohol awareness classes. Don’t argue with
them when they espouse their long held, but deeply wrong-headed ideas and
theories about addiction. Some of your supervisors may also have years of
recovery in Alcoholics Anonymous. Some may even disclose this to the other
supervisors in the class for the first time.<br />
<br />
We have an Alcohol Awareness section in our training that is powerful,
educational, and amazingly impactful. <span class="MsoHyperlink"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">You
can see it here if you jump to the end of the training program</a></span>.<br />
<br />
When discussing reasonable suspicion training, it is important to provide DOT
supervisors with background information on training, testing, and intervention
with drug and alcohol users in the workplace. There only needs to be a slide or
two about rationale for why training and drug use intervention in the workplace
is important, but definitely have it.<br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Background Information Helps Supervisors<br /></span></b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"> </span><br />
Some supervisors may be skeptical about the practicality of drug use
intervention in the workplace, and may see drug testing and reasonable
suspicion training with a jaundiced eye. There is a business rationale for this
activity that boils down to dollars and cents, in addition to lives saved and
other immeasurable costs. <br />
<br />
President Reagan signed an Executive Order in 1986 requiring the Federal government
to institute Drug Free Workplace programs for civilian and military employees.
Drug testing was included.<br />
<br />
This was a dramatic (and controversial) step toward reasonable suspicion
training for substance abuse in the workplace, but dramatic increased treatment
of alcoholics and addicts. This of course also help such persons keep their
jobs. Indeed, with the Drug Free Workplace Act came a provision to offer workers
help when they got caught and tested positive. <br />
<br />
These laws helped alcoholics reduce the inclination to hide their symptoms or otherwise
go to dramatic lengths to not get caught. Ever see an image of someone pouring
brown liquor in a coffee mug? Did you know that Head Shops (retailers of drug
paraphernalia) sell plastic office supplies like magic markers that are really
cleverly disguised crack pipes (<span class="MsoHyperlink"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">preview
our DOT supervisor training program to see more – also Chapsticks lip baums for
crack</a></span>!)<br />
<br />
Fifteen years earlier before federal drug free workplace laws were passed, a
mainstream movement began to treat alcoholics and addicts as disease-affected
individuals. They key hallmark—denial.<br />
<br />
This movement gradually affected federal laws governing the handicapped, and
eventually protections of addicts—at least within the federal government under
Section 504 of the National Handicapped Act began. The policy theory: Addicts
and alcoholics are unaware of their diagnosis. They compare themselves “out” of
the definition. They look for symptoms they don’t have to convince themselves
and others that they do not have addiction; and, if they acquire anew any of
these once denied symptoms, they change their definition again to avoid
self-diagnosis. <br />
<br />
Reasonable suspicion training for DOT and Non-DOT supervisors, then, is the
only pathway to protecting life and limb, or helping confront these individuals
to seek help.<br />
<br />
EAP Employee Assistance Programs and human resources management have stayed in
pretty solid agreement on the value of salvaging addicted employees for one
reason – treatment works and alcoholics recover. <br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Alcoholic and Drug Addicted
Employees Bounce Back</span></b><br />
<br />
When alcoholics recover, they often bounce back 101% -- they get well, but go
beyond that to get better than well. They improve their wellness mindset, they
experience improved emotional health. They dedicate themselves to work more
definitively and they become loyal workers who are thankful for their new
station in life.<br />
<br />
Addicts in recovery begin making more effective life choices than non-addicts.
They become your “Eagle Scout” workers if they remain in solid and continuous
recovery programs.<br />
<br />
They become super valuable workers. Do relapses happen? Yes, relapse does
happen, but every disease has relapse periods or elements. What’s the
intervention then? It’s swift—get the worker back on their program even it
means the absolute threat of job loss. But this is key, never see a relapse as
a return to the same massive problems that led to the admission in the first
place. Rely upon effective employee assistance program systems to monitor
recovering workers and spot their early symptoms of pending relapse. It is not
hard to do.<br />
<br />
The bottom line is that with good follow up, companies save a ton of money if they
push addicts into treatment and prevent their termination. And they reap the
financial rewards for doing so.<br />
<br />
Testing people’s urine has always been controversial, but the courts ruled in
favor of employer safety, (and sanity) and after an AMTRAK train piloted by drug
using employee in the Baltimore, Maryland area killed a bunch of people, the
controversy pretty much dissipated. The drug of choice in that incident was marijuana.
<br />
<br />
For over ten years prior to 1986, and actually a lot longer than that,
alcoholism was viewed as a disease process by the Office of Personnel
Management of the Federal government. <br />
<br />
The federal government treated alcoholism as an illness like any other (covered
under Section 504 of the National Handicap Act) and enormous latitude given to help
active alcoholics. The ADA did away with this and made it easier to fire
alcoholics, not protect them. This cause the treatment industry to grow
rapidly. Even the CIA Alcohol Awareness Program began under Stansfield Turner.<br />
<br />
The laws regarding rehabilitation non-discrimination, and OPM’s interpretation
of them had its history in the occupational alcoholism movement, NIAAA, and the
experience of recovering alcoholics many of who were attorneys like the late Frank
Ridley, Esq. founder of the Legal Action Network for Alcoholic Recovery in
Washington, D.C. <br />
<br />
This movement to fight for addicts and help them “recover them from job loss” would
eventually be turned on its head by the Americans With Disabilities Act of
1991.<br />
<br />
I distinguish firm choice letters from “last chance” letters – because last
chance letters do not typically address treatment, follow-up, accommodation,
illness, and key communication issues crucial to success.<br />
<br />
The idea helping alcoholics and viewing the alcoholic as blind to their illness
is the basis of the FIRM CHOICE LETTER – which in effect is an accommodation,
not a punitive action to help an alcoholic accept help or lose something they
value more like a paycheck.<br />
<br />
If the accommodation to accept an
assessment and appropriate help is not accepted, GOOD BYE! <br />
<br />
Thousands of alcoholics have gotten sober this way. And this “performance-based
intervention” “formula” is still being used today. (You can learn more about it
here and hire a consultant to help your business organization apply the
approach if you are facing a crisis with an alcoholic in your company,
especially with one you value like. <br />
<br />
This “positive coercion” still exists in practice today, but it is no longer
illegal to fire an active alcoholic. There is no requirement to offer help in
an active state of drinking, but many private industries still do so because
alcoholism is the most treatable thing on the planet if done correctly, and
followed up vigorously. Why lose a valuable worker? It’s economic self-interest
that drives a more sane approach after all!<br />
<br />
This history above is important for people to understand as they consider reasonable
suspicion training with for non-DOT or DOT supervisors because questions will
arise in the context of training that touch on issues of cause, effect,
intervention, treatment, enabling, myths, misconceptions, and anger and shock
from supervisors who have alcoholism in their families and who have for decades
decided upon their own “pet explanations” for what happened in their homes
growing up. <br />
<br />
These folks can unwittingly sabotage a drug free workplace program if they
misconceptions interfere with the practical realities of a biological disease.<br />
<br />
So, much changed in the 1990’s and it started with the American with
Disabilities Act where henceforth alcoholics could not be discriminated against
if they were in recovery (that’s good), but could in fact be fired if actively
drinking or drugging (that can be bad.) The ADA made it more likely that alcoholics
would cover up their drinking rather than seek help as they once did. What do
you think about this? <br />
<br />
The Legal Action Network for Alcoholic Recovery (LANSAR) fought the ADA
provisions on these grounds above. But let’s move on.<br />
<br />
The movement to help employees with alcoholism was well under way in the 1950’s
in fact, and later when the National Institute of Alcohol Abuse and Alcoholism
with the “Hugh’s Act” in 1972 the Comprehensive Alcohol Abuse and Alcoholism
Rehabilitation Act of 1972 ramped up many alcoholism funding opportunities
spurring the founding of treatment, rehab, journals, associations, intervention
services, and much more.<br />
<br />
There was a lot of controversy before and after these historical events about
the value and ethics of drug testing workers, treatment, the cause of
alcoholism, addiction, and how to treat it. These issues must be addressed in
reasonable suspicion training for supervisors because clearing up confusion
among supervisors is of paramount importance to prevent conflicts of beliefs
about addiction and substance abuse. <br />
<br />
Now, what about drug testing? One concern focused on the question of “privacy”
and personal rights. Is it a violation of a person’s rights under the 4<sup>th</sup>
amendment against illegal search and seizure to have their urine tested for illegal
or illicit drug use? Is it a violation of one’s human rights to see if they
have alcohol on their breath? The courts ruled “no” – employers do have
legitimate business interest in having employees remain drug free. This final
judgment undergirds reasonable suspicion training.<br />
<br />
Admittedly, these questions almost derailed drug testing laws, and they were so
controversial at the time, that even today, employees will protest getting drug
tested when their name is called, or there is reasonable suspicion that one is
under the influence of a psychoactive drug. <br />
<br />
We will refer to the term psychoactive drug in reasonable suspicion training to
reference alcohol, marijuana, or any substance that has the effect of changing
ones mood or creating a high or “buzz.” Most of these drugs are also addictive.
Marijuana is addictive, by the way, but like alcohol, not for everyone. <br />
<br />
The annual reports in Colorado that assess the damage to the state from the
horrors inflicted by the legalization of marijuana are plain to see every year,
and this report which is mandated by state law is pure facts. For example,
highway deaths for people under the influence have skyrocketed because of legal
pot use.<br />
<br />
There are many drugs that can create a high, and many you may never hear about.
Some are sold illegally on the Internet. We’ll cover some of them below.<br />
<br />
Any drug testing service in your community will be able to help you establish
and drug testing program, including paper work and forms and policies. I
recommend that you also consult your attorney have them do a read through of
the program you are establishing so you feel protected in even some
administrative mishap or controversy regarding drug testing seeks as its goal
to interfere with you program to intervene with workplace substance abuse.<br />
<br />
Employees who should be tested in your company are not just the ones acting
drunk or appearing high on the job. Your drug testing program should also
consider other positions important to the safe operation of your company and
create a random testing provision, but asking your attorney first. <br />
<br />
Although employees who drive trucks (DOT Regulated positions) must be in a random
drug testing pool annually, you may want to inquire about others who manage
money, or who are in other positions requiring great trust. Inquire with your
attorney to see what is legal and appropriate for your organization based upon
also what is reasonable and customary.<br />
<br />
When you educate supervisors on your drug and alcohol policy and drug testing
procedures, critical to the process will be reasonable suspicion training. I am
going to give you the benefit of my experience having done this for 30 years,
and having interviewed employees referred to me after testing – all types of
employees from cocaine addicts, alcoholics, and heroin users—some of the nicest
and sweetest manipulators you will ever meet. <br />
<br />
The risk of being sued by employees when you have an effective drug and alcohol
education and testing program is very low, especially if your legal department
has given you the green light on your process and procedures. But the rewards
are extremely high. <br />
<br />
Unfortunately, or fortunately—you will never prove a negative when it comes to
the success of your reasonable suspicion training for supervisors and drug
testing program. That means, you will never prove that the disaster or accidental
death of a worker that did NOT happen, was the result of your taking due care
in helping to prevent it. There are ways of measuring impact using convincing
before and after studies of cost factors however, but I will discuss those in
another article.<o:p></o:p></p>
<p class="MsoNormal">Think twice before paying a live trainer enormous fees to
deliver training. You can find good DOT reasonable suspicion training (purchase
the course and keep it) by googling “WorkExcel DOT Editable PowerPoint Training
for Reasonable Suspicion.”<br />
<br />
So, one other practical suggestion: Acquire a training program with notes for a
live trainer and a program (like PowerPoint) that can run like a show, which
you purchase that allows anyone with knowledge or no knowledge, the ability to
present the material. Also, get permission to make a couple sets of the program
if need to pass on to other trainers if your organization is large, or break up
the training (it is supposed to be two hours remember) so you can deliver say,
30 minutes at a time.<br />
<br />
Remember, it is not necessary to have a professional experienced in drug and
alcohol addiction treatment, counseling, or other type of patient interface. <br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Reasonable
Suspicion Training Tip 1: Alcohol – Get this One Right</span></b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br />
</span>Let’s get boring for a minute. These dramatic drugs of abuse you may
hear about in the news are not what contribute to death and mayhem in the
workplace in great proportion. The real culprit is alcohol.<br />
<br />
Needless to say, alcohol is the most common drug of abuse. It also has the most
myths and misconceptions associated with it because it has been around for
thousands of years. This length of time has helped ensure lots of confusion
about alcohol use, abuse, alcoholism, who becomes alcoholic, and why, how best
to recover, who recovers the right way, and what does recovery from alcoholism
really mean. It’s exhausting!<br />
<br />
Marijuana is the #2 of abuse in the workplace, and it has as almost as many
myths associated with it thanks to the marijuana lobby and groups like NORML
that have sought for decades to propagandize the harmlessness of pot and many
benefits it can instill on society. <br />
<br />
Are you personally curious about the harm marijuana causes? You need some
facts. I would like to give you two links that will connect you with plenty
facts about cannabis and its enormous harm to help you fight the propaganda. You
may even fend well at a social gather where the topic arises. <br />
<br />
I will bet money you have not seen one or both of these resources: 1) Impact of
Marijuana Legalization on Colorado 7<sup>th</sup> annual report 2019: <span class="MsoHyperlink"><a href="https://rmhidta.org/files/D2DF/FINAL-Volume6.pdf">https://rmhidta.org/files/D2DF/FINAL-Volume6.pdf</a></span><o:p></o:p></p>
<p class="MsoNormal">2) 150 Negative Studies on Marijuana: <span class="MsoHyperlink"><a href="https://www.independentsentinel.com/150-scientific-studies-showing-the-dangers-of-marijuana/">https://www.independentsentinel.com/150-scientific-studies-showing-the-dangers-of-marijuana/</a></span><o:p></o:p></p>
<p class="MsoNormal">Join my mailing list to reports like these sent to your inbox.
You can unsubscribe anytime. <br />
<br />
If you are researching what content to include in your own training, try the
video product or YouTube presentation called “Thinking about Your Drinking” –
you can also find it at WorkExcel.com. Go ahead and borrow some of the ideas
you see there.<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br />
Reasonable Suspicion Training Tip 2: Drugs Specifics<br />
</span></b>There are many different psychoactive drugs of abuse that you can
include in reasonable suspicion training, but it isn’t necessary to cover each
one or its symptoms. I won’t go over every drug you can put in a reasonable
suspicion training presentation, but I will highlight a few that are worth
helping supervisors understand. You can then visit http://drugabuse.gov, find all
the substances of abuse and isolate the information you want to share with your
managers. It’s a great site to get specific drug information.<br />
<br />
The Federal DOT requires the following substances to be addressed in DOT
Training: <br />
<br />
<b>Alcohol </b>– Beverage alcohol products
and medicinal products that contain ethanol.<o:p></o:p></p>
<p class="MsoNormal"><b>Depressants</b> –
Depressants are prescription medications used as anti-anxiety agents like
Ativan, Valium, Xanax, and Clonopin. These are minor tranquilizers. Major
tranquilizers, more common in the 1960s and 1970s—and more deadly when combined
with alcohol—are also important to discuss in DOT reasonable suspicion training
and education courses.<o:p></o:p></p>
<p class="MsoNormal"><b>Amphetamines &
Stimulants</b> – These drugs include medications like Dexedrine, speed,
Ritalin, Adderall for ADHD and illicit drugs like Cocaine and methamphetamine<o:p></o:p></p>
<p class="MsoNormal"><b>Narcotics &
Designer Drugs</b> – these drug like heroin Dilaudid, and other opium based
derivatives like Fentanyl, Heroin, and Morphine or synthetic drugs that mimic these
Opium based substances. The U.S. Department of Health and Human Services now
requests that all federal employees that fall under DOT provisions also
received brief education about four Opioids. These include Hydrocodone,
Hydromorphone, Oxycodone, and Oxymorphone. They are all pain relievers, but
there does not have to be more said about them. Awareness is the key.<o:p></o:p></p>
<p class="MsoNormal"><b>Hallucinogens &
PCP</b> – LSD, Ecstasy, Psilocybin mushrooms, Mescaline and Peyote, PCP, and
various “club drugs” – many of these include date rate and predatorily used
medications, are manufactured illicitly in Europe in imported to the USA. <br />
<br />
<b>Inhalants</b> – inhalants are substances
that contain volatile fumes, many of which can cause death and plenty of brain
damage. Glue is the most recognized form of inhalant that can cause brain
damage, or at least, it has gotten the most press. The DOT does not require or recommend
that you introduce supervisors to the problems associated with inhaling
volatile substances, but let me share a uncomfortable fact about drug addicts
that may have you think twice and consider offering education about it.<br />
<br />
All addicts, no matter what their preferred psychoactive substance used to get
high, have the one drug they prefer. Perhaps it is alcohol. Maybe it is
cocaine. What happens if choice #1 or #2 are not available? What if the urge to
use a substance suddenly overcomes an employee? <br />
<br />
Answer: The nearest psychoactive substance or mood-altering substance that
could mimic a “high” would might be considered. Withdrawal is this powerful. So
the “cure” to the craving might be an inhalant if it is handy enough. <br />
<br />
This is why some alcoholics will drink mouthwash or perfume. Pride comes before
the fall, or this case the need to get high will come first, and whatever the
substance and stigma associated with using it, will come last.<br />
<br />
Inhalants make the user feel drunk. This in turn will affect psychomotor
abilities noticeable to the observing supervisor. No other reasonable suspicion
training program for DOT supervisors (or non-DOT supervisors) contains this bit
of information, but <span class="MsoHyperlink"><a href="http://workexcel.com/">WorkExcel.com’s</a></span>
program does.<br />
<br />
If you are someplace in the mid-West, you may have a concern about drugs like Methamphetamine.
However, if you are in Miami, your concern may be more about date rape drugs
like Rohypinol (“roofies”) . So, consider not just the federal government
mandate concerning types of substances, but also the geographic area where you
happen to be located.<br />
<br />
It is really is not important to the supervisor or the organization for that
matter, whether the employee is high on Spice K2 or Salvia. What’s important is
recognizing behavior so bizarre that the threshold for reasonable suspicion is
met so intervention and testing can occur, or when a test is useless because it
won’t find a drug metabolite, a fitness for duty evaluation can be ordered and
completed before the employee can return to work. <br />
<br />
For example, there is no requirement for supervisors to learn about Peyote
which is derived from Mescaline, a cactus plant found in the American
southwest. It is similar to LSD. There is a DOT requirement to discuss
hallucinogens as a drug category. <br />
<br />
LSD is the most popular of the hallucinogens, and it is also the most powerful.
LSD, Psilocybin (magic mushrooms), DMT, Ketamine (Special K), and PCP
(phencyclidine) are also hallucinogens, but PCP is probably the strangest one
in this group, and some argue it is in a class all by itself. <br />
<br />
An overdose of PCP literally untreatable. Essentially being controlled so you
do not hurt or kill yourself—or someone else—is how use of the substance is
managed.<br />
<br />
With each drug category, discuss nature of the drug, signs and symptoms of use,
hazards of use in the workplace, and effects on psychomotor disturbances.<br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Reasonable Suspicion Training Tip 3:
Weird Drugs You Should Mention</span></b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br />
</span>There are drugs of abuse that once ingested to not produce metabolites,
which are critical for drug tests to be effective in spotting a substance after
its used. Metabolites are evidence of digestion or the body metabolizing the
substance and producing a by-product from the chemical reaction with bodily
enzymes like those found in the liver.<br />
<br />
No drug tests exists for many types of hallucinogenic type drugs such as Spice
K2, (but testing companies are reportedly working on one.) Other drugs
dangerous enough to mention include Salvia, Bath Salts, and GHB. Also Ketamine,
Peyote, and Rohypinol. You can see a <span class="MsoHyperlink"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">preview
of our reasonable suspicion training program</a></span> and jump to the sections
on these substance if you are curious.<br />
<br />
Even though a drug test won’t detect use of some odd psychoactive drugs,
managers should still have a general awareness for what they are. These drugs above
are highly dangerous, in that the user must be surrounded by friends to prevent
self-harm or accidentally killing themselves while high on the drug. To see one
of these drugs and how people behave on it, visit YouTube and in the search bar
(on the YouTube page) enter “Salvia” to watch people in distress who have used
this substance. Now imagine an employee or warehouse worker on a fork lift high
on Salvia.<o:p></o:p></p>
<p class="MsoNormal"><b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Reasonable
Suspicion Training Tip 4: Signs and Symptoms<br />
</span></b>Signs and symptoms of substance abuse are not all associated with
psychomotor disturbances like stumbling and slurring of one’s speech. Frankly,
I have never seen a drunk employee slurring their speech in the workplace in my
25 years of education, assessment, and intervention. Most alcoholics are
perfectly capable of speaking clearly when moderately drunk because they have
tolerance, which means their nervous system is not affected to the degree that
such is noticeable.<br />
<br />
Some signs and symptoms relate to mood swings. Others are associated with
withdrawal and memory loss. Still documental signs and symptoms include
attitude changes from a calm quiet mood to one of anger, depression, or
suspicion.<br />
<br />
Always use a checklist when constructing documentation. Use a toxicity
checklist and a performance issues checklist. One measure substance abuse
effects and the other measures job performance, conduct, and attendance
effects. Both are helpful in constructing documentation. Search WorkExcel.com
for a good signs and symptoms checklist for use in reasonable suspicion
training.<br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Reasonable Suspicion Training Tip 5:
Performance Issues of Drug Users</span></b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br />
</span>Signs and symptoms are the same as performance issues when it comes to
drug and alcohol abusing or addictive employees in the workplace. Many
trainers, including myself, believe that performance signs and symptoms are
often more reliable for spotting drug or alcohol addicted employees than
physical signs and symptoms. These workplace behavioral shortcomings and
problems are then used as leverage to get an employee to a counselor, typically
an employee assistance professional, who can then do an assessment and
determine what comes next. This sort of referral can happen long before alcohol
on the breath, stumbling or mood changes ever appear – in fact many years, if
not decades before.<br />
<br />
A case in point would be a 69 year old Heroin addict who is a janitor in a
school symptom and who has worked in the same job for 28 years—but whose
absenteeism has finally become more problematic, frequently, longer in days. A
heroin addict can look like a million dollars in an interview with and the most
skilled drug and alcohol counselor won’t notice the addiction problem. <br />
<br />
Such a referral to a counselor could only be made based upon performance, but a
complete assessment including a medical referral, and other assessment
questions might very well produce an inpatient admission. <br />
<br />
So you can see how all of this works. Signs and symptoms are not necessary that
visible and behaviors, performance, and conduct might very well be.<br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Reasonable Suspicion Training Tip 6:
Manipulation Ploys that Fake Out DOT Supervisors</span></b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br />
</span>We like to cover manipulation in reasonable suspicion training so
supervisors are on their toes and expect these ploys perpetrated by addicts who
are desperate not to get caught for drinking and drugging in the workplace. There
are dozens of such manipulative scenarios, but we will cover a few. You can the
top ten in the <span class="MsoHyperlink"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">DOT
Reasonable Suspicion Training program at WorkExcel.com</a></span> or you can
purchase this element of training separately from us at the following link. <br />
<br />
<b><span style="font-size: large;">“We’re Friends” <br /></span><br />
</b>Many supervisors have been faced with the need to confront an employee
because of reasonable suspicion of being under the influence and faced a big bump
in the road: They are also friends with the employee. <br />
<br />
Are you friends with your employees? Do you party together? Go fishing? Share
secrets about your spouses or partners? Were you the “best man” at the wedding?
Have you been in tough jams where you bailed each other out of close calls
(whatever they might have been ala “The Hangover II”.) <br />
<br />
If you are close friends with those you supervise, you will face a crisis in a
situation where you must choose confrontation and referral for a drug test over
ignoring the situation call for a reasonable suspicion intervention on the job.
Looking the other way drug and alcohol test with the goal of looking the other
way and avoiding a crisis—nay—the loss of the friendship with your employee. <br />
<br />
Indeed, that is exactly what will happen if you do your job and refer your
buddy for a drug and alcohol test. They are going to protest, hope to talk you
out of it, and use the relationship as a weapon to convince you to ignore your
duty to refer to testing. Friends don’t do that. Instead, a real friend would
suck it up.<br />
<br />
Think of the risks involved in ignoring your job to confront and refer your
employee both for yourself, the company, safety, the general public, coworkers,
etc. As you can readily see, is a problem that you should decide right now how
you will handle if you are ever faced with it. <br />
<br />
The correct management of this potential problem is to tell all employees you
supervise that you will not play favorites when it comes to reasonable
suspicion testing, and also say, that it is obvious why not—your job and many
risks and consequences would be on the line.<br />
<br />
The smart thing to do is not to be friends with those you supervise—do not join
clubs, play cards, drink alcohol, party, loan money, or counsel them about
their personal problems. If you do, the type of relationship will grow to the
point where it will take priority over your job and supervisory functions.<br />
<br />
You must not depend on your employees to
get your personal relationship needs met from them. This is called a dual
relationship. <br />
<br />
Does it sound impossible to forego all of the benefits of a personal
relationship with your employees for the sake of being able to manage a task
like confronting one of them for reasonable suspicion of substance abuse? <br />
<br />
Tough question isn’t it. The goal of these several paragraphs is to get you
thinking and finding the right answer for yourself. If all supervisors would do
just this much, many lives and jobs could be saved nationwide. <b><br />
<br /><span style="font-size: large;">
“You’ll ruin my career”</span><br />
<br />
</b>Someday, you can expect that an employee you confront for signs and symptoms
of alcohol or drug use on the job saying, “You will ruin my career” if you send
me for a test. Hopefully before this happens, they will have a solid understanding
of your responsibility because this is a tough place to be as you can imagine—having
to listen to the fear coming from your employee or following through with your
responsibility to refer for a test.<br />
<br />
Let’s face it. Although most company alcohol and drug policies protect workers
from reprisals, people are the ones who make decisions, and these deciders
could always discriminate against a worker when it comes to hiring and
promotion, just as they might based upon their internal politics.<b><br />
</b><br />
<b><span style="font-size: large;">“It’s Medicine or Mouthwash”</span><br />
</b><br />
Certainly one of the most common retorts from employees who confronted with
alcohol on the breath, and who in fact, have been drinking on the job is the
excuse that what the supervisor is smelling is only mouthwash. The other excuse
commonly used is that the supervisor is really smelling medicine. With either
of these excuses, the supervisor might envision a substance like Listerine as
the order to which the employee is making reference. After all, these consumer
products do small pretty “mediciny.”<br />
But here is the catch. So what? If what you smell on the breath of the worker
is alcohol-like in its make up, then you have a good cause to recommend a test.
No reason to feel intimidated. Make this point in your <span class="MsoHyperlink"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">reasonable
suspicion training</a></span> class.<br />
<br />
We mentioned before that alcoholics may turn to other substances that contain
alcohol, and drink them in order to ward off withdrawal. Mouthwash (some of
which is 25% alcohol or 50 proof) happens to be one of them. The other is
medicine of some type. And of course, we have our perfume drinkers. Sound crazy
and not believable? I would suggest you take in a few Alcoholics or Narcotics
Anonymous meetings where you will hear these authentic presentations on what
alcoholics now in recovery, once did while in the hey-day of their drinking
careers, as they often refer to them.<br />
<br />
<b><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Reasonable Suspicion Training Tip 7:
Incorporate the EAP<br />
</span></b><br />
If your organization has an employee assistance program or EAP, be sure to incorporate
its purpose and how to use it in your reasonable suspicion training program
education. EAPs are confidential. Very confidential. In fact their confidentiality
provisions, although not absolute, are stricter than those guarding medical
records or any other confidentiality laws in the nation. Why? This was purposeful
when the <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6875796/#:~:text=Referred%20to%20as%20the%20%E2%80%9CHughes,(NIAAA)%20to%20combat%20them.">1972 Comprehensive Alcohol Abuse and Alcoholism Rehabilitation Act</a> was
passed by President Nixon. The idea was to make confidentiality laws so strict
that people would be encouraged to seek treatment voluntarily more readily.<br />
<br />
Always encourage people to get help via the EAP. Also, remember this. At some
point, supervisors may not have another to conduct a reasonable suspicion test,
but they may have enough information to say something appropriate to the
employee with, say, a hangover – like, “hey, man, you should call the EAP. It
looks like you have a too many of these hangovers.”<br />
<br />
Always remember, that confrontation of addicts in cumulative. Over time, the
likelihood of their seeking and/or accepting treatment is directly proportional
to the frequency of confrontations, close calls, interventions, and other bad
experiences related to their drinking.<o:p></o:p></p>
<p class="MsoNormal"><span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br />
<span class="MsoHyperlink"><b><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">Reasonable
Suspicion Training</a></b></span><b> <br /><br />Tip 8:
DVD, PowerPoint, Video, or Web Course</b><br />
</span>Training supervisors in drug and alcohol awareness is often done on-site
using PowerPoint programs. In my experience, this is the most common method,
but if you have a group of supervisors, how many don’t show out of every 10? <br />
<br />
Do you have a method of reach each one? How long are you willing to pursue
these supervisors to come back to the training room and watch a PowerPoint on a
laptop? Needless to say this is not very practical, and you risk never reaching
every supervisor unless you have a very aggressive HR manager or safety
director in charge of training who really knows how to pin managers down.<br />
<br />
A better way to go is to have a Web course. And here is the beautiful thing!
You can own a Web course that will play like a movie hands off, and use this in
a training room --- or online where a certificate of completion is issued from
the course with the supervisors name imprinted on it with date and time stamp
as well. So, this way you have a couple different ways to train that allow you
to quickly reach every supervisor, especially the ones that got away.<br />
<br />
Don’t discount resistance. If you have 10-12 supervisors, chances are that one
of them is alcoholic. These individuals will be inclined more than the others
to skip out of training.<br />
<br />
Imagine this – sending an email to every supervisor with a link to the Web
course. Then a week later expecting everyone one to turn in a copy of their
certificate. Any supervisors who have not done so are email the link again with
a more assertive message on management’s part to complete training.<br />
<br />
This is how you reduce risk in an organization!<span style="font-size: 14pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><o:p></o:p></span></p>
<b><span face=""Calibri",sans-serif" style="font-size: 14pt; line-height: 107%; mso-ansi-language: EN-US; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Reasonable Suspicion Training Tip 9: Don’t Bore
Your DOT Supervisors<br /><br />
</span></b><span face=""Calibri",sans-serif" style="line-height: 107%; mso-ansi-language: EN-US; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;"><span style="font-family: times;">If you train DOT supervisors, break up the
training into different types of learning experiences. For example, some audio
visual, some handouts to read, some educational test questions that expand on
important concepts.<br />
<br />
A huge myth among employers who much conform to DOT training is that the entire
two hours of training must be comprised of audio/visual material. Not true. I
have phone the DOT in Washington, DC myself. Even group discussion of pertinent
content can quality has part of the 2-hour drug and alcohol training.
Personally, I like to give supervisors lots of questions, have them answer the
question, and then give them a paragraph of education about why the answer to
certain question is the way it is.<br />
<br />
So, the message with this tip is – don’t put your supervisors to sleep because
you will increase risk to everyone.</span><br />
<br />
</span><span class="MsoHyperlink"><b><span face=""Calibri",sans-serif" style="font-size: 14pt; line-height: 107%; mso-ansi-language: EN-US; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">Reasonable
Suspicion Training Program Purchase or Preview Here</a></span></b></span>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-32304368360725310202020-12-09T21:07:00.001-08:002020-12-09T21:07:57.904-08:00How to Understand, Identify and Confront a “Functional” Alcoholic on the Job?<p><span style="font-size: 14pt;">What is the Supervisor’s Role?</span></p>
<p class="MsoNormal"><span style="color: #363636;">As a supervisor, you have an
important role in dealing with alcohol problems in the workplace. These problems appear as a host of behavior, conduct, attitude, quality of work, and attendance or availability issues that wreak havoc on productivity. <a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank">Training in substance abuse</a> (whether DOT or Non-DOT in scope, can help you act sooner when you witness these sorts of problems.)<br /><br />In your daily responsibilities monitoring</span><span style="color: #363636;"> your employees’ work and on-the-job behaviors and their conduct, your
basic supervisory responsibilities may include and are not limited to:</span></p>
<ul type="disc">
<li class="MsoNormal" style="color: #363636; line-height: 20.4pt; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-align: justify;">assigning, monitoring, reviewing, and appraising work
and performance<o:p></o:p></li>
<li class="MsoNormal" style="color: #363636; line-height: 20.4pt; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-align: justify;">setting work schedules, approving or disapproving
leave requests<o:p></o:p></li>
<li class="MsoNormal" style="color: #363636; line-height: 20.4pt; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-align: justify;">taking necessary corrective and disciplinary actions
when performance or conduct problems arise<o:p></o:p></li>
<li class="MsoNormal" style="color: #363636; line-height: 20.4pt; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-align: justify;">referring employees to your agency’s Employee
Assistance Program (EAP)and other resources<o:p></o:p></li>
<li class="MsoNormal" style="color: #363636; line-height: 20.4pt; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-align: justify;">hiring, promoting and terminating employees <o:p></o:p></li>
</ul>
<p class="MsoNormal"><span style="color: #363636;">As a DOT supervisor concerned with <a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank">reasonable suspicion of substance abuse</a>, you will likely have to deal with employees with <a href="https://www.workexcel.com/dot-drug-alcohol-training/" target="_blank">problems related to substance abuse</a> which may impact safety, performance, conduct, and sickness/leave
problems. <br /><br />In some cases, you may not know for sure, but do suspect that there is
an alcohol problem, but haven’t yet seen a direct impact of the alcohol use on job performance. <br /><br />As a DOT supervisor, all of these roles you play create can be challenging, especially when it involves having an employee
who is “functional” in their work performance, but has unpredictable alcohol related problems. This employee is particularly difficult to confront because their
work performance is often not detectably impacted. <o:p></o:p></span></p>
<p class="MsoNormal"><span style="color: #363636;">Eventually however, the employee
may be intoxicated while at work or come to work still a bit “buzzed’ and participate
in risky decision making or dangerous behaviors. They could be in an accident
or be arrested for drunk driving. Your role is not to diagnose the alcohol
problem but to engage in a proactive role in dealing with the performance or behavior
problem, hold the employee accountable, document and refer the employee to the
EAP, and take any appropriate disciplinary action. <o:p></o:p></span></p>
<p class="MsoNormal"><span style="color: #363636;">Your proactive role in dealing
with alcoholism in the workplace is crucial. The most effective way to get an alcoholic
to deal with the problem is to make the alcoholic aware that his or her job is
on the line. You send a message that they have to face their substance abuse,
access EAP programs and supports, and improve performance, or they will face the
serious the possibility of losing his or her job.<o:p></o:p></span></p>
<p class="MsoNormal">As a DOT supervisor it isn’t your role to diagnose but it is
your responsibility to safeguard the health and safety of your employee and the
organization. <br /><br />Reasonable Suspicion Training, required under federal law, trains
DOT supervisors to identify the signs and symptoms of drug and alcohol use and
abuse. The Reasonable Suspicion training highlights the need to take action as
an integral part of the process for change<span style="color: #363636;"><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">The
terms “problem drinker” and “functional alcoholic” are labels that support
denial. Unfortunately, they help the alcoholic continue drinking unaffected by
the anxiety of self-awareness. These two labels although commonly used even by
health care workers, are not medical terms. <br /><br />The term “functional” and “problem
drinker” only negatively help the alcoholic, their family, and/or friends and
co-workers/supervisors to make sense of or compare the person, in the context
of familiar ideas or terms, to an idea of an illness that feels less threatening
or dangerous.<br /><br />For
many, the role of enabling an employee with alcohol abusive behaviors typically
feels like the "right" thing to do in response to the problem
behavior. Actually, unfortunately, it helps the alcoholic or addict escape
responsibility for their actions. <br /><br />The ability of the addict to deny, rationalize,
externalize, and minimize problems while having others accept their excuses and
explanations, ends up helping the addict get sicker <i>and</i> exposes the company
to a myriad of risks and expenses in monetary and human cost.</p><p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;"><o:p></o:p></p>
<p style="margin-bottom: .0001pt; margin: 0in;">Even though you must not try to
diagnose the problem, you should be aware of both the obvious and sometimes
more subtle signs that may indicate a problem with alcohol or drug abuse which should
trigger a referral to the EAP. Recognizing, documenting and identifying these
are a strong first step in the process. <o:p></o:p></p>
<p style="margin-bottom: .0001pt; margin: 0in;"><o:p> </o:p></p>
<h3 style="margin-bottom: .0001pt; margin: 0in;"><a name="Leave"></a><span style="color: black; font-size: 12.0pt;">Employees will show irregularities or
instances in these areas: <o:p></o:p></span></h3>
<h3 style="margin-bottom: .0001pt; margin: 0in;"><span style="color: black; font-size: 12.0pt;"><o:p> </o:p></span></h3>
<h3 style="margin-bottom: .0001pt; margin: 0in;"><span style="color: black; font-size: 12.0pt;">Changes in Leave, Tardiness and Attendance, or general behavioral
changes<o:p></o:p></span></h3>
<h3 style="margin-bottom: .0001pt; margin: 0in;"><span style="color: black; font-size: 12.0pt;"><o:p> </o:p></span></h3>
<h3 style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo6; text-indent: -.25in;"><!--[if !supportLists]--><span style="color: black; font-family: Symbol; font-size: 12.0pt; font-weight: normal; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-size: 12.0pt; font-weight: normal;">Increased
or new unexplained/unauthorized absences from work<span style="color: black;"><o:p></o:p></span></span></h3>
<h3 style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo6; text-indent: -.25in;"><!--[if !supportLists]--><span style="color: black; font-family: Symbol; font-size: 12.0pt; font-weight: normal; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-size: 12.0pt; font-weight: normal;">Frequent
tardiness, increased use of sick leave<span style="color: black;"><o:p></o:p></span></span></h3>
<h3 style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo6; text-indent: -.25in;"><!--[if !supportLists]--><span style="color: black; font-family: Symbol; font-size: 12.0pt; font-weight: normal; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-size: 12.0pt; font-weight: normal;">Patterns
of absence, like the day after payday or frequent Monday or Friday absences<span style="color: black;"><o:p></o:p></span></span></h3>
<h3 style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo6; text-indent: -.25in;"><!--[if !supportLists]--><span style="color: black; font-family: Symbol; font-size: 12.0pt; font-weight: normal; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-size: 12.0pt; font-weight: normal;">Frequent
unplanned absences due to "emergencies" (e.g., household repairs, car
trouble, family emergencies, legal problems)<span style="color: black;"><o:p></o:p></span></span></h3>
<h3 style="margin-bottom: .0001pt; margin-bottom: 0in; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo6; text-indent: -.25in;"><!--[if !supportLists]--><span style="color: black; font-family: Symbol; font-size: 12.0pt; font-weight: normal; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><span style="font-size: 12.0pt; font-weight: normal;">The
employee may also leave their duty station without explanation or permission
for significant periods of time, frequent bathroom breaks, odd changes in
eating habits, glassy eyes, smells of alcohol or drugs<span style="color: black;"><o:p></o:p></span></span></h3>
<p style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;"><o:p> </o:p></p>
<h3 style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;"><a name="Performance"></a><span style="color: black; font-size: 12.0pt;">Performance
Problems:<o:p></o:p></span></h3>
<ul type="disc">
<li class="MsoNormal" style="mso-list: l5 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Careless, sloppy work or
incomplete assignments or reports<o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Production quotas not met,
late with delivery of shipments, late arrival of shipments or truckloads<o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Many or repetitive excuses that
may seem plausible <o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l5 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Poor decision making, risky behaviors,
blaming others<o:p></o:p></li>
</ul>
<p style="margin-bottom: .0001pt; margin: 0in;">Often in jobs requiring long-term projects
or detailed reports that take time, an employee may be able to hide a
performance problem for quite some time. In positions where driving or use of
machinery is involved, the immediate exposure to risk and injury is increased
and enormous. <o:p></o:p></p>
<p style="margin-bottom: .0001pt; margin: 0in;"><o:p> </o:p></p>
<h3 style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;"><a name="Relationships"></a><span style="color: black; font-size: 12.0pt;">Relationships
at Work with coworkers and management:<o:p></o:p></span></h3>
<ul type="disc">
<li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Relationships with coworkers
will likely become strained and involve conflict or volatility <span style="mso-spacerun: yes;"> </span><o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Often the employee may be
belligerent, argumentative, or short-tempered, especially in the mornings
or after weekends or holidays. Often, they may be in a mood, or
unpredictable and then feel guilty later<o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">The employee may become a
"loner", or avoid people and work events <o:p></o:p></li>
</ul>
<h3 style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;"><a name="Behavior"></a><span style="color: black; font-size: 12.0pt;">Behavior and Appearance
at Work:<o:p></o:p></span></h3>
<p style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;">The general appearance
of being inebriated or under the influence of alcohol may<i> </i>include but not
be limited to:<o:p></o:p></p>
<ul type="disc">
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">The smell
of alcohol or any drug substance on the breath, clothing or even in a vehicle<o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">An unsteady
gait, or frequent injuries attributed to a fall or just being “clumsy” <o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Bloodshot
eyes<o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Moodiness,
increased behavior changes or volatility <o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Excessive
use of mouthwash, breath mints, gum<o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">May avoid supervisory
contact, especially after lunch or first thing in the morning<o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Changes in
appetite or eating habits- not eating, binge eating, throwing up, excessive
thirst <o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Tremors or
sudden seizures, frequent headaches <o:p></o:p></li>
<li class="MsoNormal" style="line-height: 20.4pt; mso-list: l3 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;">Napping or
sleeping while at work<o:p></o:p></li>
</ul>
<p style="margin-bottom: .0001pt; margin: 0in;">Not any single one of these signs
means that an employee is an alcoholic. However, when these warning signs are
coupled with performance, behavior or decision-making problems, it’s important
to carefully document and make a referral to the EAP for an assessment so that
the employee can get appropriate access to help.<o:p></o:p></p>
<p style="margin-bottom: .0001pt; margin: 0in;"><o:p> </o:p></p>
<p style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;"><b><span style="font-size: 14.0pt;">Signs of a Functional Alcoholic<o:p></o:p></span></b></p>
<p style="line-height: 20.4pt; margin-bottom: .0001pt; margin: 0in;"><span style="font-size: 14.0pt;"><o:p> </o:p></span></p>
<p style="margin-bottom: 8.6pt; margin-left: 0in; margin-right: 0in; margin-top: 0in;">Since
there is no such thing as a ‘functional alcoholic”, the signs and symptoms of alcoholism
and substance abuse are the same as for a functional alcoholic. Many people hold
the misconception of the classic picture of an alcoholic as someone who always
drinks too much and whose life is falling apart because of it, but that's not
always the reality. In reality, often times an employee may not drink for periods
of time and/or then binge drink, then the next day they may still be under the
influence when they arrive to work. They may drink every day consuming alcohol
at varying times or repetitive times i.e. “another nightcap” or an “eye opener”.
<o:p></o:p></p>
<p class="MsoNormal" style="margin-bottom: 8.6pt;">The misconceptions of what an
alcoholic is, is often tied to the idea of what people call “functional” or
“high-functioning" alcoholics. After all, they are getting their job done…but
they are actually flying under the radar. You can still be an alcoholic, even
though you have a great “outside life,” with a job that pays, a home, a family,
friendships, and social bonds. <o:p></o:p></p>
<p class="MsoNormal" style="margin-bottom: 8.6pt;">It’s all still problem drinking,
even if you think it's “mild” or “functional”. Remember that the pattern
of behaviors you observe will vary dependent on whether they are using alcohol
or illegal drugs. <o:p></o:p></p>
<h2 style="margin-bottom: 9.0pt; margin-left: 0in; margin-right: 0in; margin-top: 13.5pt;"><b><span style="color: #333132; font-family: "Times New Roman",serif; font-size: 14.0pt; letter-spacing: -.2pt;">What Are the Signs?<o:p></o:p></span></b></h2>
<p style="margin-bottom: 8.6pt; margin-left: 0in; margin-right: 0in; margin-top: 0in;"><span style="color: #444444; letter-spacing: -.2pt;">For women having more than three
drinks a day or seven drinks a week, is considered heavy drinking and for men,
it's four or more per day or 14 drinks in a week. If you drink more than the
daily or weekly limit, you’re at risk for a range of problems and alcoholism. <o:p></o:p></span></p>
<p style="margin-bottom: 8.6pt; margin-left: 0in; margin-right: 0in; margin-top: 0in;"><span style="color: #444444; letter-spacing: -.2pt;">There are some other red flags you
should watch for:<o:p></o:p></span></p>
<ul type="disc">
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">They aren’t keeping up with major responsibilities at work<o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">They are losing friendships or having relationship problems <o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">They have legal problems related to drinking, such as a DUI arrest<o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">They seem to need alcohol to relax or feel confident<o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">They will drink in the morning or alone or on the job <o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">Get drunk when you don’t intend to<o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">Forget what you did while drinking<o:p></o:p></span></li>
<li class="MsoNormal" style="color: #444444; mso-list: l6 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="letter-spacing: -.2pt;">They will lie about drinking, hide alcohol, or get angry or
defensive when confronted about drinking<o:p></o:p></span></li>
</ul>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;"><b><span style="color: #444444; font-size: 14.0pt; letter-spacing: -.2pt;">Confronting an
employee suspected of substance abuse<o:p></o:p></span></b></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;"><span style="color: #444444; letter-spacing: -.2pt;">There are 5 basic skills that you
should be familiar and comfortable with to become a proactive participant in a DOT
substance awareness and abuse policy intervention. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">Skill
1...Sharpen your observational powers so you can intervene earlier <o:p></o:p></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">Skill
2...Take a proactive role- don’t wait<o:p></o:p></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">Skill
3...Document your suspicion <o:p></o:p></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">Skill
4...Act on the Drug Testing Policy in place with your workplace <o:p></o:p></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">And
skill 5...Communicate your suspicion to the employee and referring to testing <o:p></o:p></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;"><b><span style="color: black; font-size: 14.0pt;">Facing the Challenge </span></b><span style="color: black;"><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">Fighting
substance abuse in your workplace is one of the hardest and most complex
challenges you’ll face as a manager. Expect the following to occur: <o:p></o:p></p>
<ul type="disc">
<li class="MsoNormal" style="mso-list: l2 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">It may likely be difficult to
initiate a discussion of this delicate and personal topic to begin intervention<o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">Employee confrontations rarely
proceed smoothly and happily- make sure you have another manger or EAP
person present when you confront. Do not diagnosis <span style="mso-spacerun: yes;"> </span><o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">Employees may be resistant at
first. You’ll need to stay calm and consistent. Consider the use of a script
to guide and focus you and your team when you meet<o:p></o:p></li>
<li class="MsoNormal" style="mso-list: l2 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; text-align: justify;">Never perform an assessment
yourself, always refer <span style="mso-spacerun: yes;"> </span><o:p></o:p></li>
</ul>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;"><b><span style="color: black; font-size: 14.0pt;">Why You Should Get Involved </span></b><span style="color: black;"><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">Remember,
employees and your organization will benefit from professional counseling and
treatment. It may feel awkward, uncomfortable or even intense but by initiating
a proactive role, but everyone will benefit in the long run. <br /><br />
By stopping an impaired employee from driving a vehicle or operating machinery,
you may prevent accidents that cause permanent harm to the worker and others,
damage business image, impact insurance and increase exposure to future risk. <br /><br />
If you know what to look for - and what to do, you can proceed with confidence
and provide potentially life-saving support, a win-win for everyone. <span style="mso-spacerun: yes;"> </span><o:p></o:p></p>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com1tag:blogger.com,1999:blog-2553509003380433650.post-72756164969421293202020-07-18T11:41:00.006-07:002023-02-19T19:44:43.269-08:00Big Problems When DOT Supervisors Drink with Their Employees<div class="separator" style="clear: both; text-align: center;">
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<div class="separator" style="clear: both; text-align: left;"><span style="color: #3d85c6;"><span style="color: black;"><i>by Toni Burns, contributing author</i><br /></span><br /><a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank">DOT reasonable suspicion training</a></span> for DOT regulated supervisors is a required and positive education process to support and guide supervisors through the identification and referral of employees who may exhibit signs and symptoms of being under the influence.<br /><br />There are slippery issues however that remain unaddressed by the DOT regulations when it comes to relationships with subordinates. In fact, the DOT can't touch these issues.<br /><br />Let's discuss one: Dual and inappropriate relationships.<br /><br /></div>
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<a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank"><img border="0" data-original-height="271" data-original-width="521" height="207" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhal1v2mW9pRcq2lKFnelhc8u7taDLKtv8GTO5aMfFlaILWVbZf_D-ZSrHqFC-LIF_9mrfSiNLySUsaDEmFq0cqyLSggb1kyd9YgaC_OH5Zf5iKEyth31Jp92IMGg681UeQLypAnYOp7I3/s400/non-dot.JPG" width="400" /></a></div>
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<br />Required under federal law, DOT <a href="https://www.fmcsa.dot.gov/regulations"><font color="#2b00fe">Reasonable Suspicion Training mandates</font></a> that certain employers involved in transportation-related fields train their supervisors in identifying the signs and symptoms of drug and alcohol use and abuse.<br /><br />When a company implements a Reasonable Suspicion Program it is important that the supervisor feels confident and comfortable in their role. This type of training only increases the safety of a company’s work-site, of their workforce, and the public.<br />
<br />
But what about the DOT supervisor who has been trained in Reasonable Suspicion training who also drinks with an employee during or after work hours?<br />
<br />
A DOT supervisor is a professional. Inherent in their supervisory role is a professional relationship with the DOT employees he or she supervises. Sounds simple enough and straight forward.<br />
Supervisors are also humans, prone toward social connections, as are employees. In fact, most professional supervisory – employee relationships benefit from strong supervisor-employee connections. When a supervisor takes a personal interest in their employees’ lives outside the workplace, employees typically demonstrate positive behaviors.<br />
<br />
Positive workplace behaviors associated with healthy supervisor-employee connections include:<br />
<br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Strengthened workplace connections<br />
· Higher commitment/ lower turn-over and increased loyalty<br />
· Increased productivity and efficiency<br />
· Higher motivation<br />
· Improved self- regulation and self-awareness<br />
· Decreased tardiness and sick days</blockquote>
<br />However, many employees who struggle with substance abuse of alcohol and/or drugs, will abuse on the job and/off the job as well. The issues are compounded when a DOT supervisor socializes with those employees during or after work where drinking or drugging is involved.<br />
<br />
Supervisors often are the first line of defense against substance abuse in the workplace. It can be difficult to approach an employee under reasonable suspicion as addiction can cause people to behave in unpredictable ways. <br /><br />Some employees may make excuses or try to manipulate supervisors to get out of the situation, or even implicate the supervisor who partied with them. In some rare instances, employees may become violent when their addiction is brought to light when confronted with substance abuse on the job.<br />
<br />
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<a href="https://www.workexcel.com/content/lp/dot-blog-preview/index.html"><img border="0" data-original-height="217" data-original-width="862" height="100" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjkgYmiPKl5YqamgmwzHxl1ZeSAX6boYIul-FFFaiMZ5yA9gd9E6n7-fOusfbBig08nWMg1mvj7ysyB62vuA4cyiTIfIET7Brhmi5yHDIVaN1z4bXPbw4SDS9srkD4G-LWph55to3eGtwh5/s400/banner-ad-1.jpg" width="400" /></a></div><br /> When the supervisor is a drinking buddy as well, you can see where a blurring of lines complicates things. The professional line between supervisor and employee is now a narrow thin line. What would once be clear protocols for documentation, confrontation and reporting are now personal and can be awkward.<br /><br />When a <a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank">DOT supervisor steps</a> from supervisor role into a social drinking role and where that employee is suspected of behaviors and activities of abuse, the supervisor is enabling. He or she inadvertently undermines the DOT Reasonable Suspicion Program. When supervisors or upper management participates in drinking, on the job or off, with their employees, they reinforce an acceptance of a workplace culture tolerant of substance abuse.<br />
<br />What are the costs of blurred professional roles between DOT supervisors and employees?<br />
<br />
When an employee with a substance abuse problem is not identified, reported and provided appropriate supports, the bottom-line impact for the DOT and others is far reaching:<br />
<br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· The DOT cost of diverting company resources<br />
· Cost associated with medical and social problems of the employee and family members<br />
· Liability of impaired job performance threatens the safety and health of the employee(s) </blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"> and the public – increased risk and exposure<br />
· Increased risk of accidents both on and off the job<br />
· Poor job performance<br />
· Decreased efficiency, problem solving, and decision making leading to more complex issues<br />
· Theft<br />
· Increased sick time and three times as many tardy days; lower productivity; sleeping on the job<br />
· Five times more likely to file a worker's compensation claim<br />
· Increased likelihood of relationship problems with co-workers, friends and family<br />
· Employee financial problems<br />
· Mood and behavior instability<br />
· Potential for violence<br />
· Public image damage<br />
· Increased risk of lawsuits</blockquote>
<br /><blockquote><i><font size="5">"How do I connect with my employees without socializing where alcohol or other substances involved?"</font></i></blockquote>Twenty three percent of upper management and eleven percent of first line supervisors reported having a drink during the work day, compared to eight percent of hourly employees. Supervisors and upper management should inspire healthy work and personal behaviors by setting standards and create a work culture that does not endorse substance use or abuse. DOT supervisors have a day to day responsibility to model healthy behaviors and to monitor employees of the same.<br />
<br />
When DOT supervisors set healthy boundaries that establish clear professional relationships that also foster work place personal rapport and trust, professional boundaries are established and maintained. Without healthy professional boundaries, confronting a DOT employee who is suspected of abusing substances can become complicated, personal and difficult to address.<br />
<br />
In short, the supervisor may become a part of the problem itself.<br />
<br />
It’s fine to occasionally socialize with the team so they’ll see you as a human being and to meet their families. Socializing for drinks after work or during work though is a big No, filled with potential pitfalls and conflict of interest. Employees still need to respect you as a leader who makes tough decisions when you need to. There’s a risk of being too cozy with an employee whom you may need to report, review, or even terminate. You may miss out on some of the fun, but it is going to be a lot easier to be a manager when the time comes if the lines aren’t blurred and a level of professionalism is maintained.<br />
<br />
DOT supervisors must first:<br />
<br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Ensure that everyone in the workplace understands that a drug-free workplace is more likely to be a safe, healthy, and productive workplace<br /></blockquote><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Inform everyone in the workplace about the specifics of the policy and about available strategies and programs that support a drug-free workplace, health, and wellness<br /></blockquote><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Motivate their employees to support the policy<br /></blockquote><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Develop a process to continually review and update the drug-free workplace policy and the strategies and programs that support a drug-free workplace, health, and wellness<br /></blockquote><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Make available strategies and programs that support a drug-free workplace, health, and wellness<br /></blockquote><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Create a shared sense of responsibility for the success of a drug-free workplace policy and the strategies and programs that support a drug-free workplace, health, and wellness<br />
Supervisors should consider workplace programs and activities that create a culture to include leadership style, management practices, social supports, employee autonomy and control, and work organization that encourages healthy work and life style behaviors.<br /><br /></blockquote>Supervisors must understand and follow the DOT Reasonable Suspicion Policy:<br /><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Understand Company Policy Ensure the company has a written drug and alcohol testing policy that includes guidance for cases of reasonable suspicion. This protects the employee and the employer. It also is imperative that all supervisors and managers receive reasonable suspicion training<br /></blockquote><div> </div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Collect Documentation If an employee is suspected of substance abuse on the job, document evidence to support the claim before approaching under reasonable suspicion. Documentation includes complaints or concerns from coworkers and patterns of behavior such as excessive tardiness or extreme changes in behavior or mood</blockquote>
<br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;">
· Observe Reported Behaviors At least two managers/supervisors should observe and confirm any reported behaviors and document them in detail. Reference any unusual behaviors or warning signs of substance abuse. If an employee is observed behaving in such a way that would jeopardize their safety or that of their coworkers, they should immediately be removed from their duties</blockquote>
<br />
<br />
Creating and maintaining clear professional boundaries is best practice for supervisors. If and when the time comes to confront an employee for suspected substance abuse, the supervisor will be less likely to enable the employee suspected of addiction by acting more as a “friend” than as a<br /><br />
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<a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" style="margin-left: 1em; margin-right: 1em;"><img alt="cover to drug and alcohol training program" border="0" data-original-height="510" data-original-width="605" height="269" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhzMz2QUulpprJxRHb-h0DbiH1XpjyOVb1kTaALyvFRHXai5W-1INqN5dkxF7emORjpB5rVn9OdMtohkL3wII9lyLlaKe-Kq2YifHPCleWT5NyjcnLmyeS5xaSyV186u_1ySuTg4vIL5VXn/s320/blue-cd.jpg" title="cover to drug and alcohol training program" width="320" /></a></div>
supervisor. As people we often feel we are helping someone when we offer “support” or advise and naively think we are resolving the issue. Keeping the relationship professional reduces complications and protects the well-being of everyone involved.<br /><br />Get your <a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank">supervisors trained in alcohol and drug awareness</a>, especially those who are regulated by the U.S. Department of Transportation because they are in safety-sensitive positions.<br /><br />by Toni Burns, contributing author<br />Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-9781973290732011042020-06-27T09:32:00.005-07:002020-06-27T09:51:53.637-07:00How Reasonable Suspicion Training Helps Family Members Beyond the Workplace<html>
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<title>Reasonable Suspicion Training - How It Helps Family Members and Dependents</title>
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<h1>
<strong>Reasonable Suspicion Training: How It Helps Family Members and Dependents</strong></h1>
Supervisors and managers receive reasonable suspicion training to help them identify the signs and symptoms of alcohol and drug abuse in the workplace. The training guides management through a reasonable suspicion documentation process.<br />
More than <a href="https://www.addictioncenter.com/addiction/workplace/#:~:text=Over%2026%20percent%20of%20employed,productivity%20suffer%20as%20a%20result.">26 percent</a> of employed adults are dealing with substance abuse. When the signs of substance abuse are missed, employees are <a href="https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---safework/documents/publication/wcms_108415.pdf">more likely</a> to be involved in on-the-job accidents that cause injury to themselves, their coworkers, and customers. <br /><br />
Reasonable suspicion training is valuable and can mean the difference between an employee with a substance abuse issue getting the help they need or falling through the cracks. <br /><br />
<h2>
<em>Substance Abuse Outside the Workplace</em></h2>
Supervisors and managers are not the only ones who benefit from reasonable suspicion training. According to the <a href="https://www.bls.gov/news.release/empsit.nr0.htm">U.S. Bureau of Labor Statistics</a>, the average American worker spends 34.4 of the 168 hours in a week at work. That is less than five percent of their time at their place of employment. <br /><br />
While some individuals battling alcohol and substance abuse issues use drugs or alcohol at work, many of them are using outside of the workplace, making it more difficult to detect the problem. That is where friends and family members become vital resources in getting substance and alcohol abusers the help they need before it is too late. Since they spend a lot of time around the person and are familiar with their normal behavior and mood, they are more likely to pick up on the subtle signs that something is wrong. <br /><br />
<h2>
<em>Signs and Symptoms of Substance Abuse</em></h2>
<br />
There are many physical and mental signs of alcohol and substance abuse. Some are more subtle than others. It is possible for individuals struggling with alcohol or drug abuse to exhibit more than one of these. <br />
Common signs of alcohol abuse include:<br />
<ul>
<li>Repeated blackouts and memory lapses </li>
<li>Denying drinking is occurring when confronted</li>
<li>Drinking alone to avoid detection by others</li>
<li>Drinking before noon</li>
<li>Neglecting responsibilities like childcare and work obligations</li>
<li>Driving while intoxicated</li>
<li>Legal problems </li>
<li>Relationship problems</li>
<li>A high tolerance to alcohol before becoming inebriated</li>
<li>Behavioral changes such as angry outbursts, lewd behavior, and altercations</li>
<li>A decline in hygienic practices</li>
</ul>
Common signs of substance abuse can be similar to those of alcohol abuse, especially where behavior and mood changes are concerned. Other tell-tale signals to watch out for include:<br />
<ul>
<li>Changes in appetite</li>
<li>Slurred speech</li>
<li>Drowsiness</li>
<li>Excessive excitability </li>
<li>Clammy skin</li>
<li>Diminished reaction time</li>
<li>Impulsive behavior</li>
<li>Tremors</li>
<li>Coordination issues</li>
<li>Intolerance to loud noises</li>
<li>Sexual dysfunction</li>
</ul>
<h2>
<em>Applying Reasonable Suspicion Practices </em></h2>
The same reasonable suspicion practices that are effective in the workplace can help friends and families identify loved ones with alcohol and substance abuse issues and guide them to the help needed to overcome the situation. <br /><br />
<h3>
1. Stop enabling the person with the alcohol or drug abuse problem</h3>
Enabling the individual’s abuse of drugs or alcohol is never the right approach. This can include covering for them when they miss important social outings or family functions because they are hungover or suffering other ill effects of drug and alcohol misuse. Enabling is never about helping the person and has the unfortunate result of allowing the substance abuser to continue down a dangerous path. Stop making excuses for them to keep hiding the real problem.<br /><br />
<h3>
2. Observe the behaviors and signs that something is wrong</h3>
<br />
Just like on the job, it is advisable to have more than one friend or family member observe the person with the suspected drug or alcohol abuse problem when they are engaging in uncharacteristic or unsafe behaviors. Ensuring more than one person has witnessed the behavior will make it easier to approach the person with the suspected problem of getting help. It is harder to deny the behavior when more than one person has experienced it. <br />
<h3>
3. Document incidents related to the suspected misuse of drugs or alcohol</h3>
<br />
Workplace supervisors are legally required to document all reports of inappropriate or unusual behavior and other complaints from coworkers. They also must record any incidents or behaviors they observe as out of the ordinary for one of their employees. Family and friends should follow the same procedures so they have evidence of their suspicions when they confront the individual with the issue. <br />
<h3>
4. Discuss your concerns</h3>
<br />
Once several witnesses have observed and documented the behaviors, it is time to approach the person suspected of abusing drugs or alcohol. It is important to have more than one person sharing their concerns; however, do not overwhelm the individual with too many people doing the confronting. If the person feels like they are being ganged up on, they are less likely to be receptive. Part of the process of discussing concerns is the inclusion of options to help the person overcome their addiction. <br />
<ol></ol>
<h3>
5. Notify employers</h3>
<br />
If the person being approached is unwilling to admit there is an issue or receptive to receiving help, and there is a concern they may be a danger to themselves or others, it is important to notify their place of employment of the situation. Doing so may help prevent any on-the-job injuries to your loved one or their coworkers and customers. Employers also may be able to use company policy to coerce the person into treatment.<br />
<h2>
Where to Get Training</h2>
<br />
Our organization provides <a href="https://www.workexcel.com/dot-drug-alcohol-training/">training</a> for the workplace and community. Enrolling in a training program can mean the difference between a friend and a loved one getting the help they need to overcome their addiction. Give us a call toll-free at 800-626-4237 to discuss Reasonable Suspicion.<br />
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</html>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-55777063234807279692020-06-22T18:15:00.003-07:002020-06-24T06:00:42.405-07:00Should Employers Fear Employees When Confronting Them Under Reasonable Suspicion?<h1>
Should Employers Fear
Employees When Confronting Them Under Reasonable Suspicion?<br /><span style="font-size: large;">A Guide to Properly Documenting Reasonable Suspicion</span><o:p></o:p></h1>
<div class="FirstParagraph">
Supervisors are responsible for ensuring employees
perform the tasks assigned to them safely. This means confronting employees who
are suspected of intoxication from or the aftereffects of drugs or alcohol
while on the job. Reasonable suspicion training can help supervisors perform
this task when necessary.<br /><br /><o:p></o:p></div>
<div class="MsoBodyText">
More than <span class="MsoHyperlink"><a href="https://www.addictioncenter.com/addiction/workplace/#:~:text=Over%2026%20percent%20of%20employed,productivity%20suffer%20as%20a%20result.">26
percent</a></span> of employed adults are dealing with their substance abuse or
addiction or that of a close family member. Of those, 42 percent reported the
abuse or addiction issues affected their workplace productivity. Diminished job
performance is just the tip of the iceberg. Other problems can include:<br /><br /><o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Chronic absenteeism<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Frequent tardiness<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->High turnover<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Increased worker’s compensation and medical
bills<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Elevated potential for workplace violence<br /><br /><o:p></o:p></div>
<h2>
<a href="https://www.blogger.com/null" name="signs-of-substance-abuse"></a>Signs of Substance Abuse<o:p></o:p></h2>
<div class="FirstParagraph">
Four of the most commonly abused substances are
alcohol, marijuana, cocaine, and prescription drugs. A reasonable suspicion
training protocol should educate supervisors on how to spot employees who may
be under the influence of one of these substances.<o:p></o:p></div>
<div class="MsoBodyText">
Some individuals can become quite skilled at hiding their
addiction from coworkers and employers, but there are subtle signs that can
help identify a problem. A reasonable suspicion training program can help
supervisors and other managers learn the signs. Behavior patterns for employees
who are abusing drugs and alcohol will differ from their coworkers. They may
avoid coworkers or actively blame them for issues they are having or mistakes
they are making on the job. Other indicators can include:<br /><br /><o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Openly discussing financial issues<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Neglecting personal hygiene<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Changes in mood that include withdrawing from
others, acting irrational or paranoid, and exhibiting a short temper<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Changes in behavior, including acting
inappropriately<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Excessive need for “breaks” to the employee
restroom, parking lot, or break area<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Falling asleep on the job<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Lacking in motivation<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->Lapsing memory or ability to concentrate<br /><br /><o:p></o:p></div>
<h2>
<a href="https://www.blogger.com/null" name="following-protocol-under-reasonable-susp"></a>Following Protocol
Under Reasonable Suspicion Training<o:p></o:p></h2>
<div class="FirstParagraph">
Supervisors often are the first line of defense against
substance abuse in the workplace. It can be difficult to approach an employee
under reasonable suspicion. Addiction can cause people to behave in
unpredictable ways. Some employees may make excuses or try to manipulate
supervisors to get out of the situation. In some rare instances, employees may
become violent when their addiction is brought to light. There are several
steps employers can take to ensure their safety and well-being and that of
other employees while confronting substance abuse on the job.<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="understand-company-policy"></a>1. Understand Company Policy<br /><br /><o:p></o:p></h3>
<div class="FirstParagraph">
Ensure the company has a written drug and alcohol
testing policy that includes guidance for cases of reasonable suspicion. This
protects the employee and the employer. It also is imperative that all
supervisors and managers receive reasonable suspicion training.<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="collect-documentation"></a>2. Collect Documentation<br /><br /><o:p></o:p></h3>
<div class="FirstParagraph">
If an employee is suspected of substance abuse on the
job, document evidence to support the claim before approaching under reasonable
suspicion. Documentation includes complaints or concerns from coworkers and
patterns of behavior such as excessive tardiness or extreme changes in behavior
or mood.<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="observe-reported-behaviors"></a>3. Observe Reported Behaviors<br /><br /><o:p></o:p></h3>
<div class="FirstParagraph">
At least two managers/supervisors should observe and
confirm any reported behaviors and document them in detail. Reference any
unusual behaviors or warning signs of substance abuse. If an employee is
observed behaving in such a way that would jeopardize their safety or that of
their coworkers, they should immediately be removed from the work area.<br /><br /><br /><o:p></o:p></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjvp_TBVm5cWBgS_GnPBfPT8lX_FhKct8zQu3rB2pmTkWLi5uii4eMoblrkDeQ7Lq10SvGDl0UoJhqDSafyWWdIx8Yf08dcX23oUElx9ZmLKv71K0IYU5UEApDqHEzm_7RbVU-L8PJaAZx6/s800/bully.jpg" id="Reasonable Suspicion Training for DOT or Non-DOT supervisors" imageanchor="1" name="Reasonable Suspicion Training for DOT or Non-DOT supervisors" style="margin-left: 1em; margin-right: 1em;"><img alt="Few employees will demonstrate anger when confronted" border="0" data-original-height="532" data-original-width="800" height="266" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjvp_TBVm5cWBgS_GnPBfPT8lX_FhKct8zQu3rB2pmTkWLi5uii4eMoblrkDeQ7Lq10SvGDl0UoJhqDSafyWWdIx8Yf08dcX23oUElx9ZmLKv71K0IYU5UEApDqHEzm_7RbVU-L8PJaAZx6/w400-h266/bully.jpg" title="Don't fear employees and risk large problems if they are under the influence" width="400" /></a></div><div class="separator" style="clear: both; text-align: center;"><br /></div>
<h3>
<a href="https://www.blogger.com/null" name="discuss-concerns"></a>4. Discuss Concerns<br /><br /><o:p></o:p></h3>
<div class="FirstParagraph">
Once the employee in question is observed by at least
two members of management and all behavior thoroughly documented should the
employer request a meeting with the employee to discuss the findings. Be sure
to follow company protocol during the meeting. It is advisable to have at least
two members of management present in the meeting. While rare, it is important
to be prepared to call 911 or company security personnel if an employee reacts
in a threatening manner. Some triggers may cause an employee to become violent:<br /><br /><o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->They feel they are in an unfair situation.<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->They feel circumstances are out of their
control.<o:p></o:p></div>
<div class="Compact" style="margin-left: 24pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7pt "times new roman";">
</span></span></span><!--[endif]-->They feel personally attacked.<br /><br /><o:p></o:p></div>
<div class="FirstParagraph">
All three of these common triggers can happen if the
employee feels cornered during the discussion. It is important to present
findings calmly and ensure the employee understands everything that is being
discussed and required of them moving forward. Reasonable suspicion training
should provide guidance on employee meetings to discuss suspected substance
abuse issues. <o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="administer-testing"></a>5. Administer Testing<br /><br /><o:p></o:p></h3>
<div class="FirstParagraph">
Drug and alcohol testing is a legal issue. If company
policy permits, send the employee for drug testing to confirm or rule out
suspicions about substance abuse. Provide transportation for the employee to
the testing facility and home following the testing. If the employee refuses to
test, follow company protocol that outlines how such situations should be
handled. That may include a suspension or immediate termination.<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="follow-up-on-results"></a>6. Follow Up on Results<br /><br /><o:p></o:p></h3>
<div class="FirstParagraph">
If drug testing is completed and it produces a positive
result, company protocol should be followed. This may involve sending the
employee for substance abuse treatment or termination.<o:p></o:p></div>
<div class="FirstParagraph">
<br /></div>
<div class="FirstParagraph"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html"><font color="#3367d6">Train your DOT Supervisors here</font></a>.<br /><br /><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjoy2Gr68MsvvbxcKLdhWUkXpsSDep0rKVnw2v16ySeBeTpoxTc3Q3dc3cwvDlk8AXuPiAJwott0y9t1webjULXcK9WdaWZnJBUNVV1wL42ZfF2fSQxjS5elcSfePjeZOEz8smpVL84j-QE/s710/reasonable+suspicion+training+-+1.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="310" data-original-width="710" height="175" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjoy2Gr68MsvvbxcKLdhWUkXpsSDep0rKVnw2v16ySeBeTpoxTc3Q3dc3cwvDlk8AXuPiAJwott0y9t1webjULXcK9WdaWZnJBUNVV1wL42ZfF2fSQxjS5elcSfePjeZOEz8smpVL84j-QE/w400-h175/reasonable+suspicion+training+-+1.JPG" width="400" /></a></div>
<br />Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-63932370634920850132020-06-20T05:34:00.004-07:002020-06-24T06:01:45.635-07:00How DOT Supervisors Become Drug and Alcohol Enablers Despite Their Training<h1>
How DOT Supervisors Become Drug and Alcohol Enablers Despite Their Training</h1>
<h1>
</h1>
We sometimes think of concepts like "enabling" as clear cut and
unambiguous. If we help someone to purchase or access drugs and alcohol, we
are enabling. If we help someone to make excuses for their substance abuse,
we are enabling. If we steer someone towards risky behavior, we are
enabling.
<br />
If we are Department of Transportation supervisors implementing the
Reasonable Suspicion training we have received in a professional capacity,
then, surely, we are not enabling. Instead, we are actively making a
positive difference.
<br />
But is this necessarily the case? In many instances, it might be the
opposite. Sure, supervisors carry out an important role, and the DOT
Reasonable Suspicion policy can certainly be a force for good, but we must
still tread carefully. A DOT supervisor can still be an enabler and can
still promote the very risky behaviors they are intending to control.
<br />
Let's explore how and why this happens.
<br />
<h2>
<a href="https://www.blogger.com/null" name="enabling-is-a-path-of-least-resistance"></a>
Enabling is a path of least resistance
</h2>
Most of us human beings, in our default setting, do not like confrontation.
We may find ourselves in situations in which confrontation is necessary —
perhaps when we do our duty as parents or when we take on any other role
with an element of responsibility — but, for the most part, we would rather
not explore that side of our personalities.
<br />
This is why, whether we mean to or not, we often find ourselves on the path
of least resistance — i.e., taking the route with the least friction, the
least trouble, and the least chance of confrontation. When we start to
factor in something as mind-altering and as potentially volatile as drug or
alcohol abuse, that path of least resistance becomes all the more
attractive.
<br />
So, we may choose to passively enable our friends simply because it is the
easiest option. We may find ourselves nodding in tacit agreement,
shrugging, and explaining things away even though we know we should be
stepping in and taking action. And why? Because we don't want our friends
to get upset, and we don't want to destroy our relationship.
<br />
We may even start to doubt ourselves.
<em>
Maybe that one drink is okay, maybe she can handle it. Maybe that one
line at that one party is okay and won't send him into a spiral.
</em>
Once this doubt creeps in, it can become difficult to know what to do. This
is basic human psychology, but it's very powerful.
<br />
<h2>
<a href="https://www.blogger.com/null" name="professional-relationships-are-often-mor"></a>
Professional relationships are often more than that
</h2>
Of course, we have lapsed into discussing relationships between personal
friends. A DOT supervisor is a professional, and as such, they have a
professional relationship with the people they are supervising. There is a
clear distinction.
<br />
Except, is this distinction really so clear?
<br />
Americans work, on average,
<a href="https://www.thebalancecareers.com/what-is-the-average-hours-per-week-worked-in-the-us-2060631">
34.4 hours a week
</a>
, with many of us working far more. Work is such a crucial part of all our
lives that, by extension, the people we work with also become critical.
Employers understand the value of an engaged and connected workforce, and
they encourage personal relationships as a way of
<a href="https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx">
nurturing productivity
</a>
.
<br />
With this in mind, it's easy to see why the boundaries can become blurred.
A DOT supervisor may not even notice the friendship developing until it
begins to hinder the duties of their role.
<br />
<h2>
<a href="https://www.blogger.com/null" name="beginning-a-cycle-of-enabling"></a>
Beginning a cycle of enabling
</h2>
This is how the cycle of enabling begins. It may become clear that a
colleague has a problem, but those who could make a difference grow too
close to that colleague to effectively make a difference. Excuses, doubts,
and false rationalization all begin to creep in, and the colleague's
addiction and pattern of risky behaviors go unchecked.
<br />
This cycle is reinforced by another aspect: false positivity. We may feel
that extreme actions, such as disciplinary procedures, are too "harsh",
even though they will in fact help the colleague who is struggling,
especially in the long term. We may instead fall into a process of
"helping" — i.e., offering our support and guidance to our colleague and
friend, all the while propping up their addiction without providing any
meaningful intervention.
<br />
In effect, we become complicit in their actions and may find ourselves
directly or indirectly responsible for any of the negative results that
follow. <a href="https://www.workexcel.com/blog/tackling-reasonable-suspicion-training-for-dot-one-tip-sheet-at-a-time/">Handouts and tip sheets provided to DOT supervisors</a> being educated in reasonable suspicion can help get this complicated points across.
<br />
Acting as a DOT supervisor involves a difficult negotiation. It involves
looking at the bigger picture, stepping outside of our personal and
professional relationships, and deciding on a course of action that
protects the health, safety, and well-being of all. In many cases, this will
include going against our inherent human nature, seeking confrontations
with positive outcomes, and pursuing a path of change and growth, no matter
how difficult that path may be.
<br />
<br />
<br />
Preview the full DOT <a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">Reasonable Suspicion Training Web Course</a> or other formats here.<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank"><img alt="education free preview of reasonable suspicion training" border="0" data-original-height="591" data-original-width="1093" height="277" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiUavRbkbKe3DLfgatOPg29CozuER1l2UWUlydK8gpdhtguGqamPbO0kmDi_lXOggMAz7ZEjMC3yEzd-8bPQaoeIr2lOUAsv0VHwlUlVa_b4vRDV11Z8HHkriGixTLD8BBtFb3bp3YTWt-X/w512-h277/blog-image-reasonable-suspicion-training-1.JPG" title="Learn more from WorkExcel.com" width="512" /></a></div>
Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-24811958338496858622020-06-17T04:27:00.003-07:002020-06-20T05:52:16.174-07:0010 Risks to Your Business that Reasonable Suspicion Training for Supervisors Will Help Reduce<html>
<head>
</head>
<body>
<div>
<h1>
<strong>10 Risks to Your Business You Can Reduce with Our Reasonable Suspicion Training for Supervisors </strong></h1>
Supervisors that recognize the symptoms of alcohol abuse and controlled substance abuse will be able to take action, fast, if they suspect an employee has a problem. Swift action is crucial to prevent the employee or their coworkers from coming to any harm, and to prevent any accidents or damage to property.<br />
Supervisors that do not receive adequate reasonable suspicion training may face the following risks.<br />
<h2>
1. Supervisors Engage in Enabling Behavior</h2>
Enabling means supporting the addict, allowing their addiction, or protecting them from the consequences of their actions. Reasonable suspicion training helps supervisors to see that they are actually standing in the way of the addict from receiving the help they need.<br />
<h2>
2. Employee Fails to Address Problems at Home</h2>
A combination of factors influences the risk for addiction, and one of these factors is the environment. In other words, if a person drinks or takes drugs to cover up a problem outside of work, they will not be addressing that problem or taking steps to resolve it.<br />
<h2>
3. Employee Drinks or Takes Drugs on Work Premises</h2>
An addict will need to satisfy their craving wherever they are. That could mean drinking or taking drugs on their work break, or on work property, and keeping substances at work.<br />
<h2>
4. The Reputation of the Business Is Tarnished</h2>
The smell of marijuana and alcohol can be detected by others, leading to a bad reputation for the company. An employee who is drinking or using controlled substances could also end up in trouble with the law if they are arrested for being drunk in public or for drunk driving.<br />
<h2>
5. The Situation Gets Worse for the Employee</h2>
If the problem goes unchecked, things will get worse. Personal appearance and hygiene could deteriorate, and they become at risk of digestive, heart, and liver problems. They could also get involved with money problems as they struggle to feed their addiction.<br />
<h2>
6. Poor Quality of Work</h2>
The last thing your business needs is to have a member of staff driving carelessly, causing problems on the road, missing deliveries and deadlines, making mistakes, or generally providing inadequate levels of work.<br />
<h2>
7. More Accidents and Injuries at Work</h2>
Addicts are more likely to experience a lapse in concentration during the working day. They may also be unable to focus or pay attention, or even fall asleep. Stumbling and trembling hands are also associated with alcohol and drug addiction.<br />
<h2>
8. Property Is Lost, Stolen, or Damaged </h2>
Any financial loss will have an impact on a business. Sign up for <strong>reasonable suspicion training </strong>before any damage is done.<br />
<h2>
9. Increased Levels of Absence</h2>
Reasonable Suspicion Training will help supervisors to address an employee’s behavior before their addiction gets out of hand. If addiction is not treated, it could lead to time off work, or them having to leave their job altogether.<br />
<h2>
10. Coworkers Are at Risk</h2>
An employee using drugs or alcohol might be agitated, anxious, or hyperactive. They could overreact in a situation, use rude or disrespectful language, display paranoid behavior, or fail to recognize other people’s feelings or contributions.<br />
<h2>
<strong>Now Is the Time for Reasonable Suspicion Training for Supervisors</strong></h2>
The US Department of Transportation requires that supervisors of drivers of commercial motor vehicles undertake training to recognize the signs of potential alcohol or substance abuse. The regulations apply to all supervisors of drivers of commercial motor vehicles who operate vehicles that require a commercial driver’s license.<br />
The training, which is 120 minutes in total, makes supervisors aware of what to look for, when their suspicions about alcohol or drug use should be aroused, and when to refer an employee for testing.<br />
Suitable for DOT and non-DOT drug alcohol addiction, our training is used by businesses of all sizes, nationwide.<br />
Now is the time for supervisor training.<br />
Click <strong>here</strong> to download our DOT Reasonable Suspicion Training course for supervisors.</div>
</body>
</html>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-1655454315699960882020-03-30T12:15:00.000-07:002020-03-30T12:15:14.215-07:00What Reasonable Suspicion Training Should Include to Educate Supervisors<span style="font-size: 11pt; line-height: 107%;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Reasonable
suspicion training must include one hour of alcohol and one hour of other drug
information. The goal is to help supervisors become aware of key substances of abuse and help them respond
properly. <br />
<br />
Note that one hour covers alcohol and one hour covers all of the other drugs of
abuse the DOT wants mentioned. What does this tell you? <br />
<br />
It obviously says that alcohol is the bigger problem in the workplace. And
indeed it is. <br /><br />One out of 11 drinkers is an alcoholic. (Personally, from my 40
years of observations in treatment and education, I think it is closer to 1 in 9.)
The disease can continue for decades before it is noticed as productivity declines
or increased absenteeism, among many other behavioral, conduct, and attitude
possibilities. <br />
<br />
Drugs to include in your reasonable suspicion training are alcohol, stimulants,
depressants, narcotics, hallucinogens & PCP, and Marijuana. <br />
<br />
Although the following drugs are not required education, I like delivering
content to supervisors that will help them deal with problems at home with
teenagers or problems at home with an alcoholic spouse or partner. And, the
education I deliver in reasonable suspicion training is designed purposely to
help supervisors self-diagnose their own alcoholism. Think about it. When you
have a captured audience with people that could have a life threatening illness
and not know it, what would you recommend? Enough said!<br />
<br />
As you can see the alcohol education in products 154, 155 and 107 is that good.
It helps learners self-diagnose.<br />
<br />
There are no other drugs of abuse that supervisors must be educated in as
required by the U.S. DOT in reasonable suspicion training, but we will discuss
some drugs of abuse that you may want to mention because they have dramatic
effects on the workplace, even though required education about their signs and
symptoms is not mandated. <br />
<br />
Ever hear of Salvia? No? We’ll talk about it. Spice and K2 also, which are big
problems in many populations groups. <br />
<br />
The U.S. DOT does require that supervisors receive certain parameters of
information associated with the drugs of abuse outlined in the code of federal
regulations. When discussing drugs of abuse, always include signs and symptoms
of the drug being used, effects on the employee behavior, and dangers of use in
the workplace. <br />
<br />
Personally I like to also make a few comments about withdrawal – when an
employee may be completely drug free, not under the influence, but dangerously
incapacitated by symptoms withdrawal, then it is worth talking about.<br />
<br />
The DOT does not require “behavioral signs and symptoms of withdrawal” but as
you might guess, it is a good thing for supervisors to understand.<br />
<br />
A new requirement by the U.S. Department of Health and Human Services is for
all federal employees to have education and awareness regarding several types
of Opioids. These include: Hydrocodone,
Hydromorphone, Oxycodone, and Oxymorphone.
<br />
<br />
These drugs are predominantly used for pain control, and there is not a lot
that you need to say about them as required by the DOT. Awareness is the key. Include
photos of these drugs in your presentation and simply mention their addictive
nature and general use in pain managements. <span style="color: #0070c0;">You can find a
PowerPoint Slide Video here and you are welcome to pause and download or save
this ppt here. </span><br />
<br />
Beyond drugs of abuse it is important to have test questions for supervisors
regarding drug and alcohol awareness. Also have handouts. Do not consume the
time your supervisors are in training with 120 minutes of alcohol and drug
awareness audio/visual content. Instead, break this time up. Make eight or nine
handouts available in the course so they can read and review them in the
future.<br />
<br />
Regarding test questions, make them educational. Your test questions do not
need to relate directly to the material in the presentation. I make my test
questions true/false or multiple choice, and then offer a paragraph of
educational content to explain to the learner. The questions for the most part
do not related to the content. No need. Just help supervisors delve deeper into
the content.</span>
<!--[if !supportLineBreakNewLine]--><br />
<!--[endif]--></span>Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-39815181845743021682020-03-30T12:14:00.000-07:002020-03-30T12:14:11.946-07:00Introducing DOT Supervisors to the Reasonable Suspicion Training Program for Drug and Alcohol Abuse in the Workplace<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Most DOT drug and alcohol awareness training programs begin
with a quick dive into the drugs of abuse, their signs and symptoms, and information
required by the DOT compliance mandate, but I suggest you create an introduction
for your supervisors before diving in to the required content. There are a few
good reasons why. <a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank"><span style="color: blue;">Train DOT supervisors here</span></a>.</span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0qceZVdbX3m_nmXawjVngHx-ZHJqm40e5aS5Biy9MJkTIHw0SUOu1YEDsYX-Dnn0xAzQgiUlbOo_QMaQRuknSc4m0vaKBVkBlGWxjGKbjSdmcziwbH7NaraQvBdpMVATrw87tgPvouiAI/s1600/hidden-crack-pipe.JPG" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img alt="crack pipe disguised as blue Hi-Liter marking pen" border="0" data-original-height="464" data-original-width="652" height="227" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0qceZVdbX3m_nmXawjVngHx-ZHJqm40e5aS5Biy9MJkTIHw0SUOu1YEDsYX-Dnn0xAzQgiUlbOo_QMaQRuknSc4m0vaKBVkBlGWxjGKbjSdmcziwbH7NaraQvBdpMVATrw87tgPvouiAI/s320/hidden-crack-pipe.JPG" title="Devices for using Crack in the Workplace" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Believe It! You won't easily find drug addicts!</td></tr>
</tbody></table>
Beyond introducing the time frame and other administrative or logistics
information of your course, a key point must be to explain to supervisors that
the goal of training is not to educate them about diagnosis of drug and alcohol
abuse or addictive disease. <br /><br />In fact, telling DOT supervisors directly that
should not use the information they are about to hear for that purpose helps
ensure that big problems down the road do not occur.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
This message to supervisors no only reduces liability and a completely
inappropriate role for any supervisor, but it also helps prevent employee
manipulation and total frustration by the supervisor who will
never---ever---win the diagnosis game. Most of us run our lives as “junior
psychiatrists”</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
Employees with drug and alcohol use problems or drug addicts, which amount
principally to the same thing, are experts at having discussions about their use,
abuse, level of consumption, why they are not addicts, who is an addict, what
is an addict, and none of these things include them.<br /> </span><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
No one wins arguments with addicts to the extent that they are convinced to enter
treatment. A lot more is needed than intellectual persuasion. Unfortunately,
this argument is usually won with leverage of fear associated with the
certainty of being fired if the employee does not accept treatment.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
Many people believe, and of course this includes supervisors, that no employee
entering treatment will ever get well unless they really want to enter
treatment and really want to quit. This is a myth. The truth is that no addict
“accepts help” until after treatment begins because education is 95% of any
addiction treatment program – designed to motivate the patient to self-diagnose
where before treatment, just the opposite applies. The patient before treatment
works overtime to compare out of the illness and convince him- or herself that
the disease does not affect themselves.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
Without the myths and misconceptions dispelled, family, friends, coworkers, and
supervisors will take the leap to motivate them into saying “yes, I need help
and want to quit.” This approach is for the most part, complete folly. True,
employees do experience these completely self-generated desires to enter
treatment, but it is usually only associated with crisis or a close call.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
When training supervisors, provide them with information necessary to increase
awareness about troubled employee behaviors. We are not talking about substance
abuse signs and symptoms. We are talking here about behaviors that are purely
associated with troubled employees like absenteeism, disappearing on the job,
conflicts, late to work, complaints of feeling ill, leaving early from work,
etc. Here’s why: Few drug addicted or alcoholic employees will ever be spotted
directly by intoxication. This was well understood in the 1970’s when the
Occupational Alcoholism movement took hold. More addicts were found via job
performance than “drunk on the job.” In fact, many books were written about
this phenomenon. And, in fact an entire association was formed around this
reality – the Labor Management Journal on Alcoholism, the Association of Labor,
Management, and Administrators on Alcoholism, and others. </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
Since supervisors monitor performance, they can ideally be part of an early
warning system for spotting performance problems that could be due alcohol or
drug use.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif;">
Include the following information within your reasonable suspicion training
program: Information about the disease concept of alcoholism and drug
addiction; tolerance and cross tolerance; understanding loss of control,
denial, avoiding armchair diagnosing, stopping enabling; principles of constructive
confrontation.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="line-height: 107%;">DOT
Training Essentials Beyond Drug Abuse </span></b></span><b style="font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 107%;">What Other
DOT Training Ideas to Consider</span></b></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 14.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"><br /></span></b></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhpQt7VEIG1WbK9fbendqHIgVzBDmNnvPT4mzdIC-6xv_AkEsm-EzyA1N05PY2x-X-V33iG7xp7q5VNYA9mSFcit-YHUfjJRvIeNtPgGFUDE7S887uB9UFfek-ZIam_z1k3QJrXcjBKwXPr/s1600/dot-cart-graphic.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="Click link in right hand side for Reasonable Suspicion Training" border="0" data-original-height="343" data-original-width="423" height="259" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhpQt7VEIG1WbK9fbendqHIgVzBDmNnvPT4mzdIC-6xv_AkEsm-EzyA1N05PY2x-X-V33iG7xp7q5VNYA9mSFcit-YHUfjJRvIeNtPgGFUDE7S887uB9UFfek-ZIam_z1k3QJrXcjBKwXPr/s320/dot-cart-graphic.jpg" title="Reasonable Suspicion Training" width="320" /></a></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;">Most supervisors have misinformation about alcoholism and
drug addiction.<span style="mso-spacerun: yes;"> </span>This misinformation gets
in the way of effectively responding to troubled employees, who can easily
explain away and postpone confrontation as a result of their increasingly,
well-practiced defensive mechanisms. Without training and a set of guiding
principles for managing troubled employees with alcohol and drug problems that
include non-substance use performance issues, supervisors are unwittingly
outmatched.<br /><br /><a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank"><span style="color: blue;">Purchase PowerPoint, DVD, Video, or Web course for Reasonable Suspicion Training for the DOT.</span></a><br /><br /><br /><o:p></o:p></span></div>
<br />Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-80555863770584691442020-03-29T20:35:00.000-07:002020-03-29T20:35:01.823-07:00Substance Abuse in the Workplace: 4 Essential Elements to Stop It From Happening<br />
<div class="MsoTitle">
The Department of Transportation (DOT) requires businesses
in the transportation industry to ensure that personnel authorized to supervise
drivers undergo training on alcohol misuse and controlled substances use. The
training covers all factors which may indicate possible substance abuse, i.e.,
physical, behavioral, speech, and performance factors. Why so?</div>
<div class="MsoTitle">
<br /></div>
<div class="MsoNormal">
<o:p></o:p></div>
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Substance abuse is a worldwide phenomenon that costs lives.
In American society, drug addiction and <o:p></o:p></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjbJ6kIxNsjtGnaRyF1MVXIv2u4lA_M4eQ2WO8TFRts4nue91kl3BfjL2Qx6Hp_JZJvp87WJqtjaPC3FIyuKNjZfgOtqVuQzn_h3F6KUIpALQY-_eBT8RgxUyMqUvdUurxszUGJaEgs_7Zc/s1600/drug-alcohol.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="employee thinking about drinking " border="0" data-original-height="428" data-original-width="320" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjbJ6kIxNsjtGnaRyF1MVXIv2u4lA_M4eQ2WO8TFRts4nue91kl3BfjL2Qx6Hp_JZJvp87WJqtjaPC3FIyuKNjZfgOtqVuQzn_h3F6KUIpALQY-_eBT8RgxUyMqUvdUurxszUGJaEgs_7Zc/s400/drug-alcohol.JPG" title="DOT Supervisor Training educates supervisors to prevent problems" width="298" /></a></div>
abuse cost the U.S. “$740 billion
annually in lost workplace productivity, healthcare expenses, and crime-related
costs,” according to the National Institute on Drug Abuse's (NIDA) 2017 “Trend
& Statistics” report.<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The problem is complex and requires a multi-pronged approach
to be resolved and prevented. This is why industry-specific programs such as
the DOT Supervisor Compliance Training Online course, exist.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
For employers, nipping the incidence of substance abuse in
the bud is essential. Companies bear the brunt of the financial costs of
workplace substance abuse in the form of:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Safety risks<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Healthcare costs<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Low productivity<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Absenteeism<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Compensation and disability claims<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<br /></div>
<div class="MsoNormal">
In the transportation industry, human resources managers and
training experts can benefit immensely from DOT supervisor compliance training
online. Aside from it being a compliance requirement, it hones the trainee's
skills for identifying possible substance abuse among drivers and recommending
the appropriate course of action.<o:p></o:p></div>
<h2>
<a href="https://www.blogger.com/null" name="how-to-stop-it-from-happening">How to stop it from happening<o:p></o:p></a></h2>
<span style="mso-bookmark: how-to-stop-it-from-happening;"></span>
<div class="MsoNormal">
In your unique role as HR manager or training expert,
the DOT Supervisor Compliance Training Online program is a valuable
resource for addressing the issue of substance abuse among drivers.<o:p></o:p></div>
<div class="MsoNormal">
To guide you in your objectives of resolving and preventing
the recurrence of substance abuse, here’s a list of essential elements to stop
it from happening:<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="know-what-signs-to-look-out-for">1. Know what signs to look out for<o:p></o:p></a></h3>
<span style="mso-bookmark: know-what-signs-to-look-out-for;"></span>
<div class="MsoNormal">
There are several symptoms abusers are known to exhibit at
work. The following are the most common possible signs:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Unexplained change in attendance and job
performance<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Drastic personality changes such as anxiety and
mood swings<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Frequent and prolonged bathroom use<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Sudden lack of responsibility, and difficulty
performing ordinary tasks<o:p></o:p></div>
<div class="Compact" style="margin-left: 24.0pt; mso-list: l0 level1 lfo1; tab-stops: list 0in; text-indent: -24.0pt;">
<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">•<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Deteriorating workplace relations<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="hr-intervention-and-corrective-action">2. HR intervention and
corrective action<o:p></o:p></a></h3>
<span style="mso-bookmark: hr-intervention-and-corrective-action;"></span>
<div class="MsoNormal">
Substance abuse is a sensitive matter and must be handled
with compassion and professionalism. If you have a reasonable basis for
engaging in intervention or recommending a course of action (e.g., a drug
test), it must be communicated diplomatically.<o:p></o:p></div>
<div class="MsoNormal">
You must ensure you get to the heart of the matter, or the
reason why substance abuse has become a problem. This way, you can recommend
further steps to ensure the problem is resolved with no risk of recurrence.<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="employee-education">3. Employee education<o:p></o:p></a></h3>
<span style="mso-bookmark: employee-education;"></span>
<div class="MsoNormal">
Over and above HR intervention, prevention is key.<o:p></o:p></div>
<div class="MsoNormal">
You can discuss the effects of substance abuse with
personnel, especially drivers. Focus on how it can threaten their relationships
at work, their job security, the company itself, their co-workers, and their
families. Talk about the risks irresponsible driving poses to civilians on the
road, to property, and the drivers themselves.<o:p></o:p></div>
<div class="MsoNormal">
Coupled with company support, developing awareness among
employees will go a long way in preventing substance abuse in and out of the
workplace.<o:p></o:p></div>
<h3>
<a href="https://www.blogger.com/null" name="family-and-social-support">4. Family and social support<o:p></o:p></a></h3>
<span style="mso-bookmark: family-and-social-support;"></span>
<div class="MsoNormal">
Any substance abuse program will have limited impact without
the active participation of family members and the required community support.<o:p></o:p></div>
<div class="MsoNormal">
In individual cases, you will need to reach out to the
concerned driver’s family, explain the situation, and get their support. To
involve the community at large, you can spearhead information drives to assist
and complement company-sponsored substance abuse programs. You can also partner
with local government units in furthering the same.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
For more information on the <a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank">DOT Supervisor ComplianceTraining Online</a> course and more specific ways to manage substance abuse among
drivers, get in touch with us today.<o:p></o:p></div>
<br />Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-23756812139921003692020-03-25T10:52:00.001-07:002020-03-25T10:52:15.953-07:00DOT Reasonable Suspicion Training in Web Course, DVD, PowerPoint, or Flash Movie Works Great<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="font-size: 12pt; line-height: 115%;"><a href="https://www.workexcel.com/reasonable-suspicion-training-for-DOT" target="_blank">DOT Reasonable Suspicion Training</a> </span></b><span style="font-size: 12pt; line-height: 115%;">specifies that your supervisors and upper management—who oversee
employees in safety sensitive positions—need to know how to spot someone who is
possibly under the influence as well as what to do if they do spot an employee
with specific behavioral issues. </span></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
</span></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
Unfortunately figuring out the best way to teach your supervisors how to handle
employees who are under the influence is not always the easiest thing to do.
Certainly, drug and alcohol education is critical, but I have discovered that
unless you make a huge impact on their myths and misconceptions about substance
abuse, and alcoholism in particularly, they will fail to measure up to your
expectations post-education.<br /> </span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;"><br /></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
The result is that risk to your organization remains, even though you get
applauded for an outstanding educational program on substance abuse. Are you
with me on this?</span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;"><br /></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
You see, the U.S. DOT says nothing about educating your supervisors away from
their pre-established myths and misconceptions. The U.S. DOT can’t say, “Ok
folks, here is what alcoholism is all about, so use this model of explanation
and discard all the others.” Of course they can’t say this because it is beyond
their ability and mandate. The end result is that you must do it yourself and
figure out what you are going to say.</span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;"><br /></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
Personally, I like this educational module on alcoholism inserted below and
which was </span></span><br />
<div class="separator" style="clear: both; text-align: center;">
<span style="font-family: Arial, Helvetica, sans-serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmojuWfEAaML0IP8kbi8HugNZCbqkxLPxEEJ49GZC6wK9AgnD8BIFnUJpR-J8o5uS75zM67VNMO6DBLESgoIASeCM0HkNHVr3qlD1YcpEw_-lZT57Z4JUnV5cSg7BhIHQIXtjec_kfjQan/s1600/cover.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="image to part two the beginning of the drug and alcohol education portion" border="0" data-original-height="381" data-original-width="569" height="267" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmojuWfEAaML0IP8kbi8HugNZCbqkxLPxEEJ49GZC6wK9AgnD8BIFnUJpR-J8o5uS75zM67VNMO6DBLESgoIASeCM0HkNHVr3qlD1YcpEw_-lZT57Z4JUnV5cSg7BhIHQIXtjec_kfjQan/s400/cover.jpg" title="First Slide to the DOT Reasonable Suspicion Substance Abuse portion" width="400" /></a></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">authored to help supervisors and employees, or anyone else for that
matter, about alcohol abuse and alcoholism. It took months to author correctly
for the most impact. You can watch the video here below. It is included in the <u><span style="color: #2e74b5; font-size: 12pt; line-height: 115%;"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank">DOT ReasonableSuspicionTraining</a></span></u><span style="color: black; font-size: 12pt; line-height: 115%;"> program from workexcel.com.<br />
<br />
Fortunately, there are programs such as<br /> </span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;"><br /></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
Fortunately, there are programs such as </span><u><span style="color: #2e74b5; font-size: 12pt; line-height: 115%;">signs and symptoms checklist</span></u><span style="color: black; font-size: 12pt; line-height: 115%;"> that can help as well, and an extensive handout is included in
the program above, but using them requires supervisors also be educated on
manipulation because without such education, they become putty in the hands of
manipulative addicts. Luckily we cover ten manipulative excuses.<br />
<br />
Supervisors actually leave training diagnosing themselves after effective
education. Why would you want this. And why not? <br />
<br />
Information about substance abuse should be education and myth dispelling. When
myths are dispelled, the truth appears. And in fact, one of ten employees who
drinks is or will become an alcoholic. Their reality is how WorkExcel.com
Training makes a different. This training is a workforce management training
resource program that will teach you everything needed to know about starting a
<b style="mso-bidi-font-weight: normal;">DOT Reasonable Suspicion Training</b>
program.<br /> <o:p></o:p></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;"><br /></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
Supervisors actually leave training diagnosing themselves after effective
education. Why would you want this. And why not?<br /> </span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;"><br /></span></span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">
Information about substance abuse should be education and myth dispelling. When
myths are dispelled, the truth appears. And in fact, one of ten employees who
drinks is or will become an alcoholic. Their reality is how WorkExcel.com
Training makes a different. <br /><br />This training is a workforce management training
resource program that will teach you everything needed to know about starting a
<b style="mso-bidi-font-weight: normal;">DOT Reasonable Suspicion Training</b>
program. <br /></span></span><br />
<br />
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: black; font-size: 12pt; line-height: 115%;">The <b style="mso-bidi-font-weight: normal;">DOT
Reasonable Suspicion Training </b>is meant to teach your supervisors how to
handle confrontations when an employee refuses to be tested, when they receive
information that someone heard someone else say, when an employee discovers a suspicious
substance on the work site or when an employee leaves the job site without
notice. <br /><br />Keep in mind <b style="mso-bidi-font-weight: normal;"><a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html" target="_blank">DOT ReasonableSuspicion Training</a> </b>is not just about teaching your supervisors how to
handle a situation involving an employee being under the influence. It is meant
to teach why substance abuse is bad and the problems it could cause an
individual to have functioning in the work place. The program is not just meant
to punish your employees and tell them no. It is meant to educate them and
better their life for the future. </span><o:p></o:p></span></div>
<br />Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0tag:blogger.com,1999:blog-2553509003380433650.post-64568978264723936892020-03-17T10:42:00.001-07:002020-03-17T10:42:04.262-07:00Reasonable Suspicion Training DOT Supervisor Education Click Below<iframe allowfullscreen="" frameborder="0" height="344" src="https://www.youtube.com/embed/s63dn6Uyp2c" width="459"></iframe><br /><br />
<br /><br />
<a href="https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html">https://www.workexcel.com/content/lp/dot-reasonable-suspicion-training.html</a><br /><br />
Employees will attempt to manipulate supervisors when they are confronted on the job. Consider helping them with ten or so examples of this manipulation and what's behind it so they can think about how they will respond effectively and not be caught off guard in reasonable suspicion training.Daniel A. Feerst - Employee Newsletter Lessons: #1 Warning How to Create a Newsletter Painlesslyhttp://www.blogger.com/profile/14234658308458423326noreply@blogger.com0