Name: Storyboard Brainstorm Presentation
Uploaded: 2022-03-06
Duration: 4 min 53 s
Description: Test questions reasonable suspicion training for supervisors.

[Audio] Test questions reasonable suspicion training for supervisors. 

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TEST QUESTIONS Reasonable Suspicion Training for Supervisors

Reasonable Suspicion: Helping Managers Fight Workplace Substance. 

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Reasonable Suspicion: Helping Managers Fight Workplace Substance

Read the question(s) below and answer as requested. Check your answers by reviewing the answer sheet and read the comments related to that question. Answer any question again that you do not score correctly. This series of 35 questions is designed to be educational and questions may not necessarily relate directly to the audio/visual program.

[Audio] TRUE Reasonable suspicion testing for substance abuse in the workplace has been upheld by the courts, but it is still necessary to have appropriate documentation that supports the request for the test. Additionally, the employee will be strongly inclined to argue against the facts as the supervisor recalls them, if the supervisor does not have proper documentation. 

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1. Documenting incidents that support a request for a reasonable suspicion drug test is important because organizational or legal challenges, if they arise, will require that you demonstrated a credible basis for requesting a test. True False

[Audio] TRUE This is an example of documentation that is specific and clear. There are no subjective or opinionated comments or conclusions about the employee's condition. It is written in a factual, unemotional way, with attention to that which can be sensed- in this case what can be seen, heard, and smelled.. 

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The following is an example of useful and correctly written documentation: "Tom S. arrived twenty minutes late to work today and was witnessed, by several employees, damaging another vehicle while trying to park his car. He was heard yelling obscenities from within car. When I met with him immediately after the incident, I could smell alcohol on his breath." True False

[Audio] TRUE This documentation lacks specific details and instead appears to be conjecture; it would be difficult to defend. It would not support a disciplinary action or a reasonable suspicion drug test.. 

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THE FOLLOWING IS AN EXAMPLE OF INADEQUATE DOCUMENTATION THAT WOULD BE INADMISSIBLE IN A DISCIPLINARY PROCEEDING, OR FOR USE TO SUPPORT A REQUEST THAT THE EMPLOYEE SUBMIT TO A REASONABLE SUSPICION DRUG TEST: "TOM SMITH ARRIVED AT WORK LATE WITH REPORTS BY OTHERS OF BEING DRUNK. HE SCRAPED A CAR IN THE PARKING LOT AND WHEN CONFRONTED BY ME- AFTER THE INCIDENT- BECAME DEFENSIVE AND IMMATURE LIKE A PERSON WHO HAD SOMETHING TO HIDE. HE DENIED HE WAS DRUNK BUT ADMITTED HE HAD BEEN DRINKING BEFORE MIDNIGHT." TRUE FALSE

[Audio] TRUE Employees who have drug- and alcohol-related problems are at higher risk of injury in the workplace. Accidents occur at three times the rate of employees who do not abuse substances; workers compensation claims are five times as high as for non-abusing employees.. 

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It is a proven fact that employees who abuse drugs and alcohol are more likely to be injured on the job. True False

[Audio] TRUE If the supervisor notices deteriorating changes in behavior, work habits, or conduct on the job, it's possible that the employee is struggling with a drug or alcohol addiction problem. You should not diagnose from limited information, but you should refer your employee to the EAP or other workplace counseling support. This may lead to treatment if the employee chooses to take advantage of it. It just may save a life.. 

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Not only can a supervisor save a job, if the supervisor has a reasonable suspicion of substance abuse, he or she can save the life of an employee by referring the employee for drug testing. True False

[Audio] TRUE For most people, alcohol detoxifies and exits the body at a consistent rate meaning a short amount of time can cause a significant drop to occur in the blood alcohol level. Time is of the essence when trying to arrange a reasonable suspicion test.. 

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When a supervisor suspects an employee has been drinking on the job or using alcohol before coming to work, delays in arranging a reasonable-suspicion test can cause the test to be negative because alcohol detoxifies more rapidly than other substances. True False

[Audio] TRUE They also experience a higher rate of absenteeism, property damage, theft, low morale, workers compensation claims, and more. Employees may use drugs or alcohol on the job and never be caught. However, usually alcohol and drug use patterns of addiction become detectable. Performance-quality of work, attendance, conduct, attitude, and availability-are eventually affected.. 

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If the supervisor notices a significant change in an employee's job performance or behavior, this could be an indicator that there is an issue of drug or alcohol abuse. Deterioration of job performance is one of the earliest, primary indicators of a drug or alcohol problem. True False

[Audio] FALSE The supervisor should follow the organization's policy and procedures if an employee refuses to submit to a reasonable suspicion drug test. Most drug and alcohol policies subject employees to termination if they refuse a test. Do not force an employee to cooperate. This can lead to many undesirable consequences for the supervisor, the employee, and the organization.. 

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If the employee appears under the influence and refuses to submit to a reasonable suspicion test for drugs or alcohol, making a show of force using other employees is an effective way to gain cooperation. True False

[Audio] FALSE The supervisor should never ask an employee personal questions or discuss his or her personal problems. Such discussions usually lead to statements from employees that elicit sympathy from the supervisor. The result is postponing referral to testing or eliciting from the employee promises he or she will not keep about getting help. It is tempting to ask employees personal questions or hope they share personal information that will give the supervisor a better understanding of their problems, but such inquiries usually lead to enabling-not genuine help for the employee.. 

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If a supervisor knows the employee very well, it is usually appropriate to ask a few personal questions about problems at home or in his or her personal life in order to determine if a drug or alcohol problem exists. Any answer like, “I am seeing my doctor today,” or “I am back with my 12-step program,” means the supervisor can skip the idea or referring the employee for testing. True False

[Audio] FALSE If you suspect an employee is using drugs or alcohol on the job, the supervisor should act in accordance with the organization's policy and procedures. Supervisory use of such a device would be a violation of the organization's policy and most drug-testing rules.. 

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In some drug stores, small plastic breathalyzer tubes are available for purchase that, when activated, will measure one's blood alcohol level when one blows through it. These devices are handy and should be used for prescreening an employee the supervisor thinks may be using alcohol at work. True False 11. When making a referral to testing, the supervisor should appear supportive to his or her employee by sharing personal information about the supervisor's own past experiences with drugs and alcohol. This will make the supervisor a positive role model for the employee. True False

Storyboard Brainstorm Presentation

Test questions reasonable suspicion training for supervisors

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TRUE Reasonable suspicion testing for substance abuse in the workplace has been upheld by the courts, but it is still necessary to have appropriate documentation that supports the request for the test.

Additionally, the employee will be strongly inclined to argue against the facts as the supervisor recalls them, if the supervisor does not have proper documentation

TRUE This is an example of documentation that is specific and clear.

There are no subjective or opinionated comments or conclusions about the employee's condition.

It is written in a factual, unemotional way, with attention to that which can be sensed- in this case what can be seen, heard, and smelled.

TRUE This documentation lacks specific details and instead appears to be conjecture;

It would not support a disciplinary action or a reasonable suspicion drug test.

TRUE Employees who have drug- and alcohol-related problems are at higher risk of injury in the workplace.

Accidents occur at three times the rate of employees who do not abuse substances;

workers compensation claims are five times as high as for non-abusing employees.

TRUE If the supervisor notices deteriorating changes in behavior, work habits, or conduct on the job, it's possible that the employee is struggling with a drug or alcohol addiction problem.

You should not diagnose from limited information, but you should refer your employee to the EAP or other workplace counseling support.

This may lead to treatment if the employee chooses to take advantage of it.

TRUE For most people, alcohol detoxifies and exits the body at a consistent rate meaning a short amount of time can cause a significant drop to occur in the blood alcohol level.

Time is of the essence when trying to arrange a reasonable suspicion test.

TRUE They also experience a higher rate of absenteeism, property damage, theft, low morale, workers compensation claims, and more.

Employees may use drugs or alcohol on the job and never be caught.

However, usually alcohol and drug use patterns of addiction become detectable.

Performance-quality of work, attendance, conduct, attitude, and availability-are eventually affected.

FALSE The supervisor should follow the organization's policy and procedures if an employee refuses to submit to a reasonable suspicion drug test.

Most drug and alcohol policies subject employees to termination if they refuse a test.

This can lead to many undesirable consequences for the supervisor, the employee, and the organization.

FALSE The supervisor should never ask an employee personal questions or discuss his or her personal problems.

Such discussions usually lead to statements from employees that elicit sympathy from the supervisor.

The result is postponing referral to testing or eliciting from the employee promises he or she will not keep about getting help.

It is tempting to ask employees personal questions or hope they share personal information that will give the supervisor a better understanding of their problems, but such inquiries usually lead to enabling-not genuine help for the employee.

FALSE If you suspect an employee is using drugs or alcohol on the job, the supervisor should act in accordance with the organization's policy and procedures.

Supervisory use of such a device would be a violation of the organization's policy and most drug-testing rules.