Storyboard Brainstorm Presentation

[Audio] Test questions reasonable suspicion training for supervisors.

[Audio] 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] Q # 01 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] 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] Q # 03 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..

[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..

[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..

[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..

[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..

[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..

[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..