Here's an idea to share in your reasonable suspicion training program with DOT supervisors. It can be
be a little controversial.
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.
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.
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.
Drug and alcohol training for supervisors 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.
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.
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.
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 cannabis, and completely undermining authority necessary to maintain a strong human resources endeavor.
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!
Employees are wary and concerned about how they are seen by their supervisors. The reason of course is simple economics.
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.
When a supervisor drinks with employees, they may be less trusted by employees who do not socialize
with them in the same way. This can lead to problems with trust and morale.
Additionally, alcohol can impair judgement 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 harassment, discrimination, or other forms of unprofessional behavior occur.
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.
There is nothing new about this idea, but if it means not confronting an employee who has alcohol on their breath because you fear losing the friendship, then you are a serious role conflict situation on your hands that can lead to big problems.
