Discourage DOT Supervisors from Drinking with Employees to Help Ensure Your Reasonable Suspicion Testing Program Is Viable

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.

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.

DOT Supervisor Training: Handling Hangovers at Work

It happens to most people some of the time. We have a little too much to drink and wake up

feeling foggy, achy and sluggish. Some have pounding head, others throw up all morning. But is a hung-over employee something to worry about? It depends. It all boils down to productivity, workplace disruption, and patterns of frequency, impact on coworkers, and more.

The problem is, it’s difficult to say if someone with a hangover is a safety risk. Although researchers know that coordination, decision-making and memory can be affected by abusing alcohol, it’s unclear how long these effects last. It depends on body weight, amount consumed, and whether the liver of the drinker is working optimally.

There are so many variables at play: the amount of alcohol consumed, the gender of the drinker, the drinker’s weight, the time of the last drink and more. Some people experiencing a hangover may have alcohol in their system because their liver is diseased, meaning that it works slower. This means that alcohol will hang around in the system longer.

Even managers with reasonable suspicion training may not know all the symptoms of a hangover. They include:

• ·         Difficulty concentrating

• ·         Trembling hands

• ·         Sensitivity to light and noise

• ·         Irritability

• ·         Nausea or vomiting

• ·         Clammy skin

• ·         Sluggishness

• ·         Slurred speech

• ·         Faint smell of alcohol on skin and maybe breath

• ·         Headache

DOT Supervisor Training
If you suspect an employee is hung-over, first refer to the company’s alcohol and drug policy. Do not let the employee with a DOT regulated position climb behind the wheel of a vehicle.

Different organizations handle hangovers differently or not all. What you do next depends on how well you know the employee and how frequently he comes to work hung-over. Safety and security are important, so consult with your supervisor to determine what your next move should be. Most employees who are hung-over will not be noticeable to those around them.

An occasional hangover may result in a less than stellar performance from the employee for a day. However, if every Monday the worker arrives at work hung-over, there’s a problem. Employees sometimes believe that anything they do on their own time is their business, but with a considerable number of hangovers the worker isn’t living up to his potential on the job.

Not only is production an issue, frequent hangovers may also indicate that truck drivers or other transportation employees may be drinking on the job, too. A little bit of “the hair of the dog” may help with shaking hands or other hangover symptoms, but it’s not conducive to a safe and happy work environment.

Long-term employees who show up on a Friday morning moving slowly after a big game the night before may not be a problem. Depending on how he feels, you may suggest he go home and sleep it off. However, problem drinking can develop at any age, so keep an eye on the occasional hangover, too. DOT Supervisor Training teaches managers to avoid letting employees drive who appear under the influence, but a hangover is evidence of recent alcohol consumption, so sending an employee for a reasonable suspicion drug test is a legitimate management decision.

Employee assistance programs are essential in getting help for workers who may have a drinking problem. Suggest the EAP if an employee seems to be struggling with any kind of addiction. 

DOT Supervisors: Are Your Addicted Employees Gaslighting You?

Have you heard the term "Gas-lighting?"

One of the most effective manipulations that addicts use is called gaslighting. Named after a popular film in the 1940s, gas-lighting refers to someone convincing you that your perceptions, thoughts and memories are incorrect. Abusive spouses do this to domestic abuse victims. And, it is a classic defense used by employees when supervisors do not document effectively, yet attempt to confront them about past job performance problems issues conduct or attendance issues.

Children are famous gas-lighting when confronted about behavioral problems by parents. Adults can be no different, so in DOT Supervisor Training, it makes sense to spend a few minutes on this commonly used defense. The idea is to impress supervisors with the need to use documentation in supervising employees. Any drug and alcohol training program you develop internally or purchase (like the one at WorkExcel.com) should have a solid checklist of quantifiable performance indicators.

Back to the 1940's movie where gas-lighting was made popular. In the movie, a woman is convinced that she is mentally ill by constant lies that her experience of the world around her is faulty.

How do you know your employees are gaslighting you? Here are the top three manipulations to detect:

• 1.      Obvious lies. Your worker tells you one thing and then tells you the opposite a couple of days later. You begin to wonder if you heard correctly the first time.

• 2.      Saying one thing and doing another. Addicts tell you what you want to hear and then do whatever they want. They’ll try to convince you this isn’t true.

• 3.      They personally attack you when you confront them about their lies. They’ll call you crazy or accuse you of lying
  
• 4.    Finding others nearby who will be unable to verify the truth, but the active asking a stander's by makes it appear that an alibi obviously exists somewhere.

You need an approach to this disturbing behavior. What do you do if an employee with drug or alcohol addiction is gaslighting you?

• Do not place your focus on prior incidents. Right now you have reasonable suspicion. Stick with that, and document it.

Good reasonable suspicion training and DOT supervisor training will address issues around gaslighting. Knowledge is power in this situation. This handout in particular is highly recommended, and it's reproducible.

• Write everything down. If you commit your perceptions to paper, you have proof, at least for yourself, what you said and did. But this documentation will always be considered as strong evidence that you have no axe to grind and are documenting effectively.
  
• Recording your interactions also helps you connect with your intuition. Gaslighting, especially over time, teaches you to not trust your instincts. Remember our example of an abused spouse? They also begin to doubt their own sanity, and you will also begin to doubt yourself. A written record will help you regain confidence in your gut feelings.

If you are confused about whether your perceptions are accurate, run them by someone you trust, confidentially of course and without using names of employees you supervise. Your spouse, a longtime friend or a therapist can help you sort out what is true about yourself and your actions, and what isn’t. This is not rocket science. What it takes is objectivity.

Gaslighting makes you doubt yourself and may even be frightening. Take these concerns to the people you love and trust and allow them to help you become grounded in the truth again.

Have others present when you confront the addict who regularly attempts to gaslight you. When someone is attempting to gaslight, there’s safety in groups. Having someone from HR or another supervisor will help you identify inconsistencies in the worker’s story as well as a witness who can collaborate statements made earlier in the conversation.

Addicts who attempt to gaslight their supervisors have a good chance of talking their way out of a situation that calls for a referral to testing. With training and taking steps to combat this destructive behavior, you can make your organization a better place to work.

Get DOT supervisor training for reasonable suspicion of substance abuse.

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I'm Not Drinking! It's Mouthwash, Man!

Perfume with Alcohol = Alcohol in Perfume.

Once you have completed DOT Supervisor Training, the fun begins.

The last time you went to Walmart and bought some medicine, did you notice that it smelled like booze on your Uncle's breath? No, it did not.

There is no medicine sold at Walmart that will smell like booze. Yet, this is one of the most common of excuses given by employees for explaining alcohol on their breath.

There are dozens of excuses associated with employees who are confronted for reasonable suspicion of using substances on the job. Many are highly creative. However, most are not original, except to the alcoholic him- or herself, who thinks they sound pretty good. To make them sound even more believable, a lot of added emotion is typically injected into the explanation you'll hear. Shouting and intimidation are also typical garnishments designed to help you accept the excuse more readily.

Reasonable suspicion training requires understanding this information, which is why we are the only DOT Reasonable Suspicion Training Program in the USA that includes this educational information -- unless of course -- this content was "borrowed" from us. We're pros in what we produce. Not freelance authors. Trench work is our background, not library research.

Two common excuses you will hear from employees are similar - 1) I'm not drinking, it's mouthwash; and 2) "I'm not drinking, it's medicine."

You will discover that the degree to which employees are emphatic about the nature of the substance you are smelling, the more inclined you will be to believe them. This is because you are hard-wired to except excuses that sound plausible because life is easier if you do not have to confront your employee and require them to be tested. Don't fall for it.

Most people don't know that alcohol is put into cough syrups. Some have 25% alcohol, which is enough to reduce withdrawal symptoms. Although most alcoholic in withdrawal will not drink cough syrup, a percentage have, and some alcoholic women have even consumed perfumes or colognes containing alcohol. If you visit an open AA meeting (or a closed AA meeting if you are a member of AA) you will eventually hear about perfume drinkers.

But for the alcoholic on the job, admitting to consuming anything with alcohol in it gives you reasonable cause to request a test. The same is true with medicines or mouthwashes. Reasonable cause is determined and based upon what you are smelling, not what the employees tells you the substance you are smelling is. DOT Supervisor Training should include information like the above to help bring reality to the nature of the illness and the symptoms of reasonable suspicion for the consumption of alcohol on the job.

DOT Supervisor Training Test Questions: Making Them Count with Impact and Reduced Risk to the Organization

If you offer DOT supervisor training or provide drug and alcohol training for supervisors for any reason, then it is critical that you give a test at the end of the training. Tests allow supervisors to absorb a bit more of what they learned, and this increases the likelihood they will act on the material. And of course, this reduces risk to the organization, increases referrals to testing, and improves productivity and the bottom line in the long run.

But test questions actually can do much more, and they have a lot more influence in making your drug free workplace training more effective than you may realize.

DOT Supervisor Training Test Question Tips

1) Make Test Questions Educational. Make the test questions in your training program educational. When employees answer the test questions, and check the correct answer, give them more information about the topic and capture this precious moment where you can educate them more thoroughly, offer new information, and having them think more deeply about the concept addressed in the test question on DOT supervisor training.

2) Add DOT Supervisor Training Questions Unrelated to the Content. Don't worry, there is no rule about content in test questions relating to what the supervisor learned in the content of the course. Mix it up. Have questions the supervisor may not know the answer to and make them controversial to inspire interest. Then, as mention above, offer education included in the answer to the question that increases the DOT supervisor's knowledge.


3) Force Correct Answer to Questions. Never allow supervisors to walk away with a so called "passing score" of less than 100%. Can you guess why? The reason is risk management. When a supervisor answers a question that is wrong, supply the correct answer or force the answer on a Web course by making them answer the test question again.

4) Reduce the Audio/Visual Portion of Training. Because you are using test questions for educational purposes (and I hope handouts and tip sheets that are also required), reduce the audio-visual portion of the program. Nothing from the US DOT requires that audio/visual content itself be 60 minutes/60 minutes. In fact, your course can also include group discussion. How do I know? Well, I phoned the DOT headquarters myself and asked about this question.

Test questions can make your DOT supervisor training a lot more powerful and effective than you realize. And, most importantly, effective training ultimately saves lives.

Motivating Managers in DOT Supervisor Training to Act on the Drug Free Workplace Policy

DOT Supervisor Training is typically a one-time, two hour training event, but in reality, it

must be an ongoing educational process for supervisory personnel overseeing regulated safety-sensitive positions. There is great chance of risk and failure for a drug-free workplace program if this does not occur. If an ongoing approach to educating supervisors does not occur, try to get one started. This does not have to be complicated or burdensome, and it does not need to consume much of the supervisor’s time. It does not need to a classroom event, and it can be as simple as a supervisor tips newsletter that includes period education on substance abuse and the supervisor role. READ MORE . . .

https://www.workexcel.com/blog/motivating-managers-in-dot-supervisor-training-to-act-on-the-drug-free-workplace-policy/

Reasonable Suspicion Training Myths for Supervisors: The Myth of the "Contact High"

"Man, I didn't smoke anything! It must have been a "contact high" because I was nearby!!" - You will hear this excuse someday after sitting through your DOT Supervisor Training class on Alcohol and Drug Education. You will feel confused and say, "wow, now what?" Here's what you need to know: In drug testing results, there is no such thing as a contact high. The reason is quite simple. It has to do with "Cutoff Level" also known as "Cutoff Concentration."  These terms refer the amount of a substance detectable in the urine or the bloodstream sample. Certain levels of concentration are decide upon, and if that threshold is not reached, the test is negative. The amount or the level of a substance in the body fluid that will trigger a positive test is measured in nanograms (That is one billionth of a gram!) per milliliter of urine. If an employee gives a sample and the concentration of the drug's metabiolite is greater than the decide up on level that indicates the person used, then a positive test is signaled. Anything lower is considered negative. "Contact highs" aren't measurable or at least will not reach the threshold! So an employee who tells you they were i in the wrong place at the wrong time is simply, well, "blowin' smoke" for lack of a better way to say it.

DOT Supervisors Who Socialize and Drink with Employees

You may not want to hear this, but if you drink with your employees, go fishing, socialize, whoop it up and attempt to be one of the boys, you are at risk for reasonable suspicion training not doing you much good. No, I don't mean you aren't going to get anything out of the training. On the contrary, you are going to get a lot of education, but you are going to discover that you are greatly conflicted. That's because your loyalty to the employee, your own enjoyment of their company, the bonding you develop, the rationale you maintain for being their friend, the empathy you employ to understand all their problems is going to prevent you from "breaking bad" and confronting them with the mandate of taking a drug test if you smell alcohol on their breath at work and have enough observable and document-able information to require a reasonable suspicion test. You'll feel upset when this happens, and you will most likely wait, "give things more time," blow off the first occurrence, or keep any eye on things while promising yourself you are not enabling. No, instead your a "mindful" supervisor. Enabling with awareness of course is still enabling. Well, this entire conflict is called having a dual relationship. It is also referred to as a "conflict of interests." Your boss is the organization. Your paycheck originates there. And that is where your loyalty must be. Now, what are you going to do? You need to sit down with your employee and have a chat, and it is okay to make a presentation to your group that although you are friends, you will need to act on the company's alcohol and drug policy because if you do not, you put yourself and the organization risk. I will be the first to admit that this is a tough spot for any supervisor, but there are steps you can take now. And if you are a new supervisor in a DOT supervisory role, make this commitment now not to socialize with workers, especially around booze. This is grown up stuff. You will need to get socializing  needs met another way. It is comes with the territory.

Salvia: A Crazy Ass Drug You Should Know about Reasonable Suspicion Training

Most DOT Supervisor Training on Drug and Alcohol education for reasonable suspicion does not mention anything about a drug called Salvia. Salvia is a herb that is almost always smoked. It produces radical and frightening distortions of reality that include mania and visual and auditory hallucinations. When used, the effects occur within 30-60 seconds. User may begin laughing, stumbling, fall down, staring, swiping at the air with their arms, and come down off the high within an hour. There are bad trips with this drug. It is an unpredictable substance of abuse, and don't believe a damn thing anyone tells you about this drug being harmless. If you are a supervisor on the job and have an employee who uses Salvia, your employee will not hold back. They will appear totally spaced out and tell you what they area seeing in the way of bright lights and color, having no control over body muscles. You may see your employee on the ground swirling around, acting depressed, bewildered, shocked, and behaving in extremely odd ways. You will know they are on drugs instantly. Salvia is bought online. It is not illegal, but any employee using it can kiss productivity good bye. To see a YouTube Video of a bad Salvia experience, see below: Imagine this employee operating your fork lift. Yes, drug testing and employee assistance programing save lives.

DOT Supervisors Should Understand Early Stages of Alcoholism

Don't get me wrong. This is has nothing to do with you diagnosing employees. It has to do with dispelling myths and misconceptions that keep you as a DOT Supervisor following reasonable suspicion training, from ignoring  your responsibilities for intervening on the job with an employee who demonstrates a problem. So, start with yourself. It's always best and understand the following If you drink, know the early signs of alcoholism. You may spot symptoms that allow you to be better prepared to self-diagnose the illness if it becomes necessary. Once social drinking begins, neurological and behavioral signs and symptoms begin to emerge in susceptible persons. These may include tolerance, often misperceived as a positive ability to drink more “efficiently” or in greater amounts than peers without feeling alcohol’s effects. You may notice fewer adverse consequences the next morning after heavy drinking and increasingly look forward to the next opportunity to drink. You may seek out peers who drink with the same capacity as yourself. Memory loss while drinking (blackouts) may occur. You may see alcohol as a positive way to feel stimulated, and may experience boredom if unable to drink in the evening. Alcoholism is not an equal-opportunity illness. Research shows that a family history of addictive disease places one at higher risk for it. There is a myth that self-referral never happens, and that some horrible incident must force an alcoholic into treatment. Not true. A screening with a professional counselor takes only minutes, and your score and concern over the above symptoms may lead you to accept help early to avoid such an incident.

Employee Blackouts on the Job: Oh Yeah, They Happen

They are called Aviation Medical Examiners. And they work for the federal government. More precisely, they are internists and addiction medicine physicians who are frequently members of the American Medical Society on Addiction Medicine, and their job is to follow alcoholic airline pilots. I know, you never thought about how many alcoholic airline pilots there might be right, right? There are thousands of them. And they still fly plane's loads of passengers. In 1984, the U.S. Federal Aviation Administration was following over 1500 such alcoholic (abstinent, sober alcoholics) pilots. There are alcoholic pilots caught drinking while flying or under other illegal circumstances. Guess what. They must all attend Alcoholics Anonymous after treatment because it works. They have no choice if they want to keep their jobs. And they must be sober two years before they can fly again. Can you think of a better reason to go? All of this is to say, that if recovery from alcoholism did not work, there would be no recovering alcoholic airline pilots still flying. Do they relapse? Yes. The success rate however approaches 90%. I know all of this of course because I interview the had Aviation Medical Examiner. Did you know that there have been recorded incidents of alcoholic airline pilots flying in blackouts? Yep, they did not remember flying from point A to point B. Blackouts (a hallmark sign of possible alcoholism) demonstrates the nervous system’s adaptation and tolerance to alcohol. A blackout is a short-term amnesia state characterized the inability to recall what happened during a period of drinking even though one did not pass out or fall asleep.  It is rare for a non-alcoholic to have a blackout.  Most social drinkers will pass out, fall asleep, or throw up before having a blackout. Someday you may have an employee sitting in front of you who is in a blackout. Scary stuff. DOT Supervisor Training typically omits these fascinating discussions about blackouts, but frankly if the reasonable suspicion training program you face does not address it, you will bewildered about what to do.

Reasonable Suspicion and Marijuana: Here's How Spot Use on the Job (Glassy Eyes)

Yep, glassy eyes....usually not allergies.

DOT Supervisor Training includes information about Marijuana of course, and the first thing you need to know is that it is addictive. Here is a photo of a guy stoned on pot at work.

You may not see this image in typical reasonable suspicion training, but here it is for your review. If you have never used pot (and there are millions of adults who have not) this photo is a classic. It's addictive, and yeah, complete with withdrawal symptoms too. Medical physicians use Simitrol treat the withdrawal syndrome. All who experiment with the drug will not become addicted. Just like alcohol. No different. Some become addicted and some don't. It's about ten percent, and guess what -- if you have alcoholism in your family, you're at higher risk.  Addiction is characterized by withdrawal symptoms that include irritability and cravings for some, which can be intense enough to require medication in a treatment setting.  A two to four fold increase in tolerance is not unusual for heavy marijuana users. Research has demonstrated that marijuana alters brain chemistry making users susceptible to other drug use.  This is accompanied by cellular withdrawal with abrupt cessation of the drug after long term use.  THC has the same impact as heroin on the key brain site that influences addiction to other drugs.  90% of poly-drug users say that marijuana was their first drug.

Don't Get "Tripped Up" as a DOT Supervisor

Someday you are going to confront an employee who has alcohol on his or her breath. You will use this as evidence that the employee may be under the influence. No problem, until the employee tells you rather convincingly, that he or she is entering an alcoholism treatment program today, and the treatment program told the employee not to stop drinking because the withdrawal will make it more difficult for them to do a proper detox. Guess what. This is exactly what treatment programs do. And it is perfectly medically valid. So you may say, whew, wipe your brow, and decide that there is no need to make a big stink out of the alcohol on the employee’s breath. There is only one catch. A treatment program would never say to continue going to work drinking, and even if it did, it makes no difference. Send the employee to testing. Never assume an alcohol or drug problem is properly treated simply because the employee reports having quit is entering treatment. There is a difference between self-imposed abstinence and understanding how to manage addictive disease properly using an applied daily program of recovery recommended by addiction specialists. DOT Supervisor Training often comes up short on explaining these small nuances, but now you know! And it is difficult to include every small nuance in reasonable suspicion training, but this is one I thought you might find interesting

Ditch the Term "Functional Alcoholic"

Reasonable suspicion training often omits (almost all of the training I've seen) any discussion about the concept of "functional alcoholism." If you are a DOT supervisor and have been trained in drug and alcohol awareness, and are still using this term, you have failed to grasp one of the most important educational elements in DOT supervisor training. Labeling someone a functional alcoholic is a strong and reinforcing enabling behavior. It is used to describe someone the enabler believes to be alcoholic, but also seems to “function” acceptably in their occupational or social activities--at least the ones that you are most familiar with. And this is the point. Usually these are areas where the enabler knows the alcoholic best. There is no such thing as functional alcoholism, just as there is no such thing as functional cancer. Both are chronic potentially fatal illnesses that grow worse over time. The term functional alcoholism allows the enabler to continue the advantages of the relationship they have with the alcoholic, even while the role as an enabler grows worse. The defense is called “minimizing", and it kills more alcoholics with kindness that cirrhosis. This tip sheet on Functional Alcoholism used in Reasonable Suspicion Training will give you more information.

The Eyes and Ears of Supervisors Are Employees in Acting On Reasonable Suspicion

Sorry to say it, but it's true. Employees are key in reasonable suspicion training, so they need employee awareness training in substance abuse.

Reasonable suspicion training includes education for supervisors about the signs and symptoms of possible drug or alcohol use on the job. This education is crucial, but here is the truth. Employees should also be educated. They are on the front lines in the fight against workplace substance abuse. They point to problems so supervisors can act. The problem getting in the way is enabling.

Although the federal regulations say nothing for the most part about employees being educated about drugs and alcohol on the job and the various signs and symptoms that demonstrate potential use, coworkers are by default, the eyes and ears of the supervisor. Don't get me wrong. This is not their job, and training should never include any direction or guidance or even suggest that they should be the eyes and ears of the supervisor, but guess what: They are. That's the reality.

This happens by employees recognizing that something is wrong or knowing something associated with drug and alcohol use on the job is occurring, and then informing the supervisor who takes the proper action. If you do not educate employees as part of the reasonable suspicion training curriculum at least to the extent that they will stop enabling their fellow coworkers, then it is unlikely that you will obtain the impact you want from your DOT reasonable suspicion training of supervisors.

DOT Supervisor Training and Reasonable Suspicion Training should discuss the following enabling behaviors. These are the most common enabling behaviors of employees that will undermine your drug free workplace. Can you think of any others to include in your reasonable suspicion training for supervisors? 1) Accepting apologies and assurances for the temporary nature of problems. 2) Failing to confront problems caused by absenteeism and tardiness. 3) Doing the job of coworker.  Feeling sorry for coworker. 4) Caring and understanding “too much.” 5) Failing to confront drinking practices for fear of losing a friend.  6) Considering coworker a “functional alcoholic” who doesn’t affect you (yet.) 7) Protecting a coworker from management. 8) Promising to confront coworker if problems gets worse, and then adapting to “worse”, and not confronting coworker. 9) “Working around” the personality or drinking pattern of the alcoholic in order to have a functional relationship (i.e., anticipating mood swings, irritability in work interactions.) 9) Loaning large amounts of money. You can get a handout that includes these items in the DOT reasonable suspicion training program avialable in PowerPoint, DVD, Video, or online web course for reasonable suspicion training online.

Don't Think You Won't Enable After DOT Supervisor Training

Many supervisors fail to act on the DOT supervisor training that they received because they still feel compelled to do something else other than confront the employee. If you do not think that this could ever be you, think again. Here the "practical" solutions may companies have taken to deal with substance abuse problems. Transferring the employee to another division or department to “get rid of” the problem. Using transfers as disciplinary actions. Failing to take action when promised in response to performance problems think they are temporary and will take care of them selves. Projecting your own alcohol and drug use excesses on the employee and believing just a little more willpower is necessary. Remember, most alcoholics and drug addicts have a belief that the abuse of alcohol or drugs when out of control is based upon willpower because their past history was success with willpower.

Drug and Alcohol Awareness: Alcoholism Is a True Disease Process

If you do not accept that alcoholism is a true disease process, you will need believe something else instead. What is that? What do you believe it is, truly. Here are the facts from 30 years of working in this field. The only way to get an alcoholic quickly pointing toward treatment is to hold them responsible for getting treatment when their disease become evident. In other words, you blame them not for the disease or drinking again....but for not getting into treatment. When you make this shift, you succeed very quickly. Do you see with this belief paradigm how important accepting alcoholism as a diease is? It is a myth that "rock bottom" must come first. More often, fear is what prompts or facilitates alcoholics to accept help or treatment. In DOT Reasonable Suspicion Training, you hold powerful leverage in the workplace.

• Fear of harm or death
• Fear of job loss
• Fear of losing a relationship
• Fear of hurting someone
• Fear of hitting rock bottom, whatever that might mean

The key to effectively managing troubled employees is understanding their fears and focusing on job performance issues such as absenteeism, behavior or quality of work to help both the workplace and employee.

Benefits of Constructive Confrontation for DOT Supervisors

Confrontation is the supervisor playing the appropriate role of confronting the employee with documented evidence of job performance problems and motivating the employee to use the EAP before disciplinary action becomes necessary. Constructive confrontation works because almost all employees are fearful of job loss. This confrontation is not the act of diagnosing the employee. Instead, the employee is referred to EAP solely upon job performance problems that may be ongoing. Although supervisors will be confronting employees, no discussion should be made of the possible alcohol or drug problem. If discussion arises the employee is referred to the EAP.