How to Understand, Identify and Confront a “Functional” Alcoholic on the Job?

What is the Supervisor’s Role?

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. Training in substance abuse (whether DOT or Non-DOT in scope, can help you act sooner when you witness these sorts of problems.)

In your daily responsibilities monitoring your employees’ work and on-the-job behaviors and their conduct, your basic supervisory responsibilities may include and are not limited to:

• assigning, monitoring, reviewing, and appraising work and performance
• setting work schedules, approving or disapproving leave requests
• taking necessary corrective and disciplinary actions when performance or conduct problems arise
• referring employees to your agency’s Employee Assistance Program (EAP)and other resources
• hiring, promoting and terminating employees

As a DOT supervisor concerned with reasonable suspicion of substance abuse, you will likely have to deal with employees with problems related to substance abuse which may impact safety, performance, conduct, and sickness/leave problems.

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.

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.

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.

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.

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.

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

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.

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.

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.

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 and exposes the company to a myriad of risks and expenses in monetary and human cost.

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.

 

Employees will show irregularities or instances in these areas:

 

Changes in Leave, Tardiness and Attendance, or general behavioral changes

 

·         Increased or new unexplained/unauthorized absences from work

·         Frequent tardiness, increased use of sick leave

·         Patterns of absence, like the day after payday or frequent Monday or Friday absences

·         Frequent unplanned absences due to "emergencies" (e.g., household repairs, car trouble, family emergencies, legal problems)

·         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

 

Performance Problems:

• Careless, sloppy work or incomplete assignments or reports
• Production quotas not met, late with delivery of shipments, late arrival of shipments or truckloads
• Many or repetitive excuses that may seem plausible
• Poor decision making, risky behaviors, blaming others

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.

 

Relationships at Work with coworkers and management:

• Relationships with coworkers will likely become strained and involve conflict or volatility  
• 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
• The employee may become a "loner", or avoid people and work events

Behavior and Appearance at Work:

The general appearance of being inebriated or under the influence of alcohol may include but not be limited to:

• The smell of alcohol or any drug substance on the breath, clothing or even in a vehicle
• An unsteady gait, or frequent injuries attributed to a fall or just being “clumsy”
• Bloodshot eyes
• Moodiness, increased behavior changes or volatility
• Excessive use of mouthwash, breath mints, gum
• May avoid supervisory contact, especially after lunch or first thing in the morning
• Changes in appetite or eating habits- not eating, binge eating, throwing up, excessive thirst
• Tremors or sudden seizures, frequent headaches
• Napping or sleeping while at work

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.

 

Signs of a Functional Alcoholic

 

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”.

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.

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.

What Are the Signs?

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.

There are some other red flags you should watch for:

• They aren’t keeping up with major responsibilities at work
• They are losing friendships or having relationship problems
• They have legal problems related to drinking, such as a DUI arrest
• They seem to need alcohol to relax or feel confident
• They will drink in the morning or alone or on the job
• Get drunk when you don’t intend to
• Forget what you did while drinking
• They will lie about drinking, hide alcohol, or get angry or defensive when confronted about drinking

Confronting an employee suspected of substance abuse

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.

Skill 1...Sharpen your observational powers so you can intervene earlier

Skill 2...Take a proactive role- don’t wait

Skill 3...Document your suspicion

Skill 4...Act on the Drug Testing Policy in place with your workplace

And skill 5...Communicate your suspicion to the employee and referring to testing

Facing the Challenge

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:

• It may likely be difficult to initiate a discussion of this delicate and personal topic to begin intervention
• Employee confrontations rarely proceed smoothly and happily- make sure you have another manger or EAP person present when you confront. Do not diagnosis  
• 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
• Never perform an assessment yourself, always refer  

Why You Should Get Involved

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.

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.

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.  

Big Problems When DOT Supervisors Drink with Their Employees

by Toni Burns, contributing author

DOT reasonable suspicion training 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.

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.

Let's discuss one: Dual and inappropriate relationships.

Required under federal law, DOT Reasonable Suspicion Training mandates that certain employers involved in transportation-related fields train their supervisors in identifying the signs and symptoms of drug and alcohol use and abuse.

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.

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?

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.
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.

Positive workplace behaviors associated with healthy supervisor-employee connections include:

· Strengthened workplace connections
· Higher commitment/ lower turn-over and increased loyalty
· Increased productivity and efficiency
· Higher motivation
· Improved self- regulation and self-awareness
· Decreased tardiness and sick days

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.

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.

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.

 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.

When a DOT supervisor steps 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.

What are the costs of blurred professional roles between DOT supervisors and employees?

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:

· The DOT cost of diverting company resources
· Cost associated with medical and social problems of the employee and family members
· Liability of impaired job performance threatens the safety and health of the employee(s) 

      and the public – increased risk and exposure
· Increased risk of accidents both on and off the job
· Poor job performance
· Decreased efficiency, problem solving, and decision making leading to more complex issues
· Theft
· Increased sick time and three times as many tardy days; lower productivity; sleeping on the job
· Five times more likely to file a worker's compensation claim
· Increased likelihood of relationship problems with co-workers, friends and family
· Employee financial problems
· Mood and behavior instability
· Potential for violence
· Public image damage
· Increased risk of lawsuits

"How do I connect with my employees without socializing where alcohol or other substances involved?"

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.

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.

In short, the supervisor may become a part of the problem itself.

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.

DOT supervisors must first:

· Ensure that everyone in the workplace understands that a drug-free workplace is more likely to be a safe, healthy, and productive workplace

 

· 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

 

· Motivate their employees to support the policy

 

· 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

 

· Make available strategies and programs that support a drug-free workplace, health, and wellness

 

· 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
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.

Supervisors must understand and follow the DOT Reasonable Suspicion Policy:

 

· 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

 

· 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

· 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

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

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.

Get your supervisors trained in alcohol and drug awareness, especially those who are regulated by the U.S. Department of Transportation because they are in safety-sensitive positions.

by Toni Burns, contributing author

How Reasonable Suspicion Training Helps Family Members Beyond the Workplace

Reasonable Suspicion Training: How It Helps Family Members and Dependents

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.
More than 26 percent of employed adults are dealing with substance abuse. When the signs of substance abuse are missed, employees are more likely to be involved in on-the-job accidents that cause injury to themselves, their coworkers, and customers.

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.

Substance Abuse Outside the Workplace

Supervisors and managers are not the only ones who benefit from reasonable suspicion training. According to the U.S. Bureau of Labor Statistics, 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.

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.

Signs and Symptoms of Substance Abuse

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.
Common signs of alcohol abuse include:

• Repeated blackouts and memory lapses
• Denying drinking is occurring when confronted
• Drinking alone to avoid detection by others
• Drinking before noon
• Neglecting responsibilities like childcare and work obligations
• Driving while intoxicated
• Legal problems
• Relationship problems
• A high tolerance to alcohol before becoming inebriated
• Behavioral changes such as angry outbursts, lewd behavior, and altercations
• A decline in hygienic practices

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:

• Changes in appetite
• Slurred speech
• Drowsiness
• Excessive excitability
• Clammy skin
• Diminished reaction time
• Impulsive behavior
• Tremors
• Coordination issues
• Intolerance to loud noises
• Sexual dysfunction

Applying Reasonable Suspicion Practices

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.

1. Stop enabling the person with the alcohol or drug abuse problem

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.

2. Observe the behaviors and signs that something is wrong

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.

3. Document incidents related to the suspected misuse of drugs or alcohol

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.

4. Discuss your concerns

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.

5. Notify employers

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.

Where to Get Training

Our organization provides training 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.

Should Employers Fear Employees When Confronting Them Under Reasonable Suspicion?

Should Employers Fear Employees When Confronting Them Under Reasonable Suspicion?
A Guide to Properly Documenting Reasonable Suspicion

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.

More than 26 percent 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:

•             Chronic absenteeism

•             Frequent tardiness

•             High turnover

•             Increased worker’s compensation and medical bills

•             Elevated potential for workplace violence

Signs of Substance Abuse

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.

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:

•             Openly discussing financial issues

•             Neglecting personal hygiene

•             Changes in mood that include withdrawing from others, acting irrational or paranoid, and exhibiting a short temper

•             Changes in behavior, including acting inappropriately

•             Excessive need for “breaks” to the employee restroom, parking lot, or break area

•             Falling asleep on the job

•             Lacking in motivation

•             Lapsing memory or ability to concentrate

Following Protocol Under Reasonable Suspicion Training

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.

1. 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.

2. 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.

3. 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 the work area.

4. Discuss Concerns

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:

•             They feel they are in an unfair situation.

•             They feel circumstances are out of their control.

•             They feel personally attacked.

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. 

5. Administer Testing

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.

6. Follow Up on Results

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.

Train your DOT Supervisors here.

How DOT Supervisors Become Drug and Alcohol Enablers Despite Their Training

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.
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.
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.
Let's explore how and why this happens.

Enabling is a path of least resistance

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.
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.
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.
We may even start to doubt ourselves. 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. Once this doubt creeps in, it can become difficult to know what to do. This is basic human psychology, but it's very powerful.

Professional relationships are often more than that

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.
Except, is this distinction really so clear?
Americans work, on average, 34.4 hours a week , 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 nurturing productivity .
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.

Beginning a cycle of enabling

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.
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.
In effect, we become complicit in their actions and may find ourselves directly or indirectly responsible for any of the negative results that follow. Handouts and tip sheets provided to DOT supervisors being educated in reasonable suspicion can help get this complicated points across.
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.


Preview the full DOT Reasonable Suspicion Training Web Course or other formats here.

10 Risks to Your Business that Reasonable Suspicion Training for Supervisors Will Help Reduce

10 Risks to Your Business You Can Reduce with Our Reasonable Suspicion Training for Supervisors

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.
Supervisors that do not receive adequate reasonable suspicion training may face the following risks.

1. Supervisors Engage in Enabling Behavior

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.

2. Employee Fails to Address Problems at Home

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.

3. Employee Drinks or Takes Drugs on Work Premises

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.

4. The Reputation of the Business Is Tarnished

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.

5. The Situation Gets Worse for the Employee

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.

6. Poor Quality of Work

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.

7. More Accidents and Injuries at Work

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.

8. Property Is Lost, Stolen, or Damaged

Any financial loss will have an impact on a business. Sign up for reasonable suspicion training before any damage is done.

9. Increased Levels of Absence

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.

10. Coworkers Are at Risk

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.

Now Is the Time for Reasonable Suspicion Training for Supervisors

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.
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.
Suitable for DOT and non-DOT drug alcohol addiction, our training is used by businesses of all sizes, nationwide.
Now is the time for supervisor training.
Click here to download our DOT Reasonable Suspicion Training course for supervisors.

What Reasonable Suspicion Training Should Include to Educate Supervisors

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.

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?

It obviously says that alcohol is the bigger problem in the workplace. And indeed it is.

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.

Drugs to include in your reasonable suspicion training are alcohol, stimulants, depressants, narcotics, hallucinogens & PCP, and Marijuana.

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!

As you can see the alcohol education in products 154, 155 and 107 is that good. It helps learners self-diagnose.

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.

Ever hear of Salvia? No? We’ll talk about it. Spice and K2 also, which are big problems in many populations groups.

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.

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.

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.

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. 

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.  You can find a PowerPoint Slide Video here and you are welcome to pause and download or save this ppt here.  

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.

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.

Introducing DOT Supervisors to the Reasonable Suspicion Training Program for Drug and Alcohol Abuse in the Workplace

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. Train DOT supervisors here.

Believe It! You won't easily find drug addicts!

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.

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.

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”

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.

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.

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.

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.

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. 

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.

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.

DOT Training Essentials Beyond Drug Abuse What Other DOT Training Ideas to Consider

Most supervisors have misinformation about alcoholism and drug addiction.  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.

Purchase PowerPoint, DVD, Video, or Web course for Reasonable Suspicion Training for the DOT.

Substance Abuse in the Workplace: 4 Essential Elements to Stop It From Happening

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?

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.

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.

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:

•             Safety risks

•             Healthcare costs

•             Low productivity

•             Absenteeism

•             Compensation and disability claims

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.

How to stop it from happening

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.

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:

1. Know what signs to look out for

There are several symptoms abusers are known to exhibit at work. The following are the most common possible signs:

•             Unexplained change in attendance and job performance

•             Drastic personality changes such as anxiety and mood swings

•             Frequent and prolonged bathroom use

•             Sudden lack of responsibility, and difficulty performing ordinary tasks

•             Deteriorating workplace relations

2. HR intervention and corrective action

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.

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.

3. Employee education

Over and above HR intervention, prevention is key.

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.

Coupled with company support, developing awareness among employees will go a long way in preventing substance abuse in and out of the workplace.

4. Family and social support

Any substance abuse program will have limited impact without the active participation of family members and the required community support.

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.

For more information on the DOT Supervisor ComplianceTraining Online course and more specific ways to manage substance abuse among drivers, get in touch with us today.

DOT Reasonable Suspicion Training in Web Course, DVD, PowerPoint, or Flash Movie Works Great

DOT Reasonable Suspicion Training 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. 

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.

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?
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.
Personally, I like this educational module on alcoholism inserted below and which was

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 DOT ReasonableSuspicionTraining program from workexcel.com.

Fortunately, there are programs such as

Fortunately, there are programs such as signs and symptoms checklist 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.

Supervisors actually leave training diagnosing themselves after effective education. Why would you want this. And why not?

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 DOT Reasonable Suspicion Training program.

Supervisors actually leave training diagnosing themselves after effective education. Why would you want this. And why not?

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 DOT Reasonable Suspicion Training program.

The DOT Reasonable Suspicion Training 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.

Keep in mind DOT ReasonableSuspicion Training 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.