A DOT Supervisor Training and Awareness Program for Reasonable Suspicion is not designed to teach supervisors how to diagnose alcoholism or drug addiction. But many supervisors might think they are pretty good at it, already. Others may think they can do it after such training, reinforced by their life experience. But whoa.
Diagnosing employees this is pure folly.
The predominant reason diagnosing employees is inappropriate, hazard-ridden, and a waste of time is that substance addiction, and alcoholism in particular has been around for thousands of years. As a result, hundreds definitions and ideas about what addiction is and what causes and how to treat it or get rid of it are held by almost everyone.
We're all junior psychiatrists right?
So, there are several hazards of trying to diagnose an employee under one's supervision as a drug addict or alcoholic based on reasonable suspicion, including:
💥Legal Liability: Making a diagnosis of drug addiction or alcoholism without proper training and certification can lead to legal liability. Employers must ensure that they comply with federal and state laws regarding disability discrimination, privacy, and the Americans with Disabilities Act (ADA).
💥Stigma and Discrimination: Accusations of drug addiction or alcoholism can lead to stigmatization and discrimination against the employee, which can damage their reputation and hinder their career prospects.
💥False Accusations: False accusations of drug addiction or alcoholism can harm the employee's credibility and reputation, and can result in wrongful termination or disciplinary action.
💥Negative Impact on Workplace Culture: Accusations of drug addiction or alcoholism can create a hostile and negative work environment, leading to decreased morale and productivity.
Therefore, it is essential to approach the situation with caution and consult with HR professionals or legal counsel before taking any action. Employers should also ensure that they have a clear drug and alcohol policy in place and that they follow it consistently to maintain a safe and productive workplace.
The truth is however, that we all are "experts" at diagnosing alcoholism. And that's because most people drink alcohol, and if you do, you certainly know someone with alcohol problems or have known someone with alcohol problems in the past.
You will provide supervisors with information necessary to increase awareness about troubled employee behaviors and help supervisors avoid mismanagement of employees who may have alcohol or drug problems overtly displayed or completely unrecognized. Yes, signs and symptoms are important, but a long list of troubled employee behaviors in many cases may be even more important.
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