Kathleen McDermott |
The term reasonable suspicion can be interpreted in different ways but when dealing with drugs and alcohol in the workplace, the federal government has a specific definition.
Human resource managers and supervisors need to have the specific and correct understanding of the federal laws so they avoid any legal and financial implications.
“Tolerance of drugs or alcohol in the workplace by doing nothing or ignoring the fact that the problem exists constitutes avoidance of responsibility by management,” Kathleen M. McDermott, RN, MPA, C-SAPA, the presenter said. “In court, both a company & its managers may be held accountable for failing to act by not challenging alcohol and drug problems in the workplace.”
Employers that are regulated under the Federal Motor Carrier Safety Administration must ensure that all supervisors of drivers receive at least 60 minutes of training on alcohol misuse and at least an additional 60 minutes of training on controlled substances use.
This two-hour training session focuses on what “reasonable suspicion” means and will review the warning signs of both alcohol and drug misuse and abuse. Participants also will learn which substances are included in a standard drug tests as well as the signs and symptoms of those substances. McDermott will instruct as to how to approach an employee suspected of drug or alcohol use and how to properly document what they observe.
Participants who successfully complete this training will receive a certificate of completion for their personnel file. McDermott is one of 111 professionals who is nationally certified as a Certified Substance Abuse Program Administrator.
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