Drug and alcohol abuse is a workplace safety issue that has been growing in recent years. Employers have been hiring managers from within their company for years, but as workplace safety concerns rise, many companies are opting for outside consultation from those with expertise in this area, and therefore opt for reasonable suspicion training.
Since employers can’t always tell if someone is under the influence of drugs or alcohol by looking at them (or talking to them), they need an objective way to determine whether there may be substance use occurring on-site or off-site. This can be done in a number of ways, ranging from laboratory testing of a certain sample, psychological tests, and so forth. As workplace safety regulations continue to grow stricter, so will the methods used to enforce them.
What You Need to Know About Reasonable Suspicion Training
A common problem that can arise in workplace drug testing policies is how it defines the frequency at which an employee should be tested. This can be learned in detail in reasonable suspicion training courses. This often varies depending on workplace guidelines and regulations. There are three different types of workplace drug testing policies. Each one is contingent upon workplace standards and regulations.
The first type is the post-accident policy, which states that if an accident occurs, the involved employees must be tested for drugs and alcohol. The second type of workplace drug testing policy is that of routine or random testing. Under this workplace drug testing policy, any employee may be chosen at any time to take a drug test. This means that if you are not chosen to take a drug test, it does not necessarily mean that you will not be chosen in the future; however, it also doesn’t guarantee that you will be chosen in the future either.
The final type of workplace drug testing policy requires all new hires to receive reasonable suspicion training before they begin their employment with the company. Reasonable suspicion training can be very beneficial when learning how to identify signs of substance abuse in employees, customers, or any other workplace visitors.
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Reasonable suspicion training is “when an employer believes that an employee’s behavior indicates that he/she may be under the influence of drugs or alcohol.” Employers are encouraged to keep workplace drug policies as simple and reasonable as possible to avoid confusing workplace standards and regulations. In fact, many experts believe that workplace drug testing should only include reasonable suspicion training because it also teaches managers how to identify those who might have a substance abuse problem, so they can refer them for treatment if necessary.
What to Look For in Reasonable Suspicion Training
There are many different types of training that workplace managers must undergo in order to learn how to identify signs of substance abuse. Workplace managers will need to know how to identify workplace visitors, customers, and even their own employees who may be under the influence of drugs or alcohol while they are working. This type of workplace drug testing policy can help keep workplace standards and regulations uniform among all employers.
Drug use in the workplace is a problem that requires immediate attention from top management or HR professionals specializing in workplace safety.
The most important part about reasonable suspicion training is knowing what exactly triggers certain behaviors that could indicate that an employee might have a drug abuse problem. Some common signs of workplace drug use include:
– repeated tardiness or absenteeism
– mood swings and other unprofessional behaviors
– socializing excessively with workplace visitors, customers, and even co-workers
It is important to remember that these signs should never be used as the only reason to suspect workplace drug use. There are always other possible reasons for these types of workplace behaviors that can typically be explained by something other than drugs or alcohol. Reasonable suspicion training teaches managers how to look for patterns of workplace behavior before they decide whether an employee might have a workplace drug problem.
Substance abuse can lead to many injuries in the workplace, such as workplace violence, workplace stress, workplace depression, workplace absenteeism, or tardiness. The last thing workplace managers want is for their employees to come to work intoxicated or under the influence of drugs. When workplace managers are properly trained in reasonable suspicion training, they also learn how to identify common drug terms that might help them determine if an employee has a workplace drug problem.
There is also the issue of legal consequences if an employee gets hurt, or damages property (maybe even of a client!) while working under the influence. In the US, this has been a major problem and has led to insurance companies (and workplace managers) checking for workplace drug use. The rise of drug use in general, coupled with its glorification in popular media, has led to more workplace accidents and workplace deaths.
Even when not isolated, such as within an office or on a production line, this can be a liability issue. For example – drunk driving, in case a worker is doing delivery, is a road safety issue that involves hundreds, maybe even thousands of people who are on the road at the same time. This must not be taken lightly, as accidents that happen in this scenario are very severe.
Accidents are expensive for workplace managers – they take the focus away from the workplace, making their own employees upset. They are also dangerous if left unattended, which is why workplace drug testing should be taken seriously.
It’s important to know the signs of workplace drug and alcohol abuse so that you can intervene before it affects other employees. Reasonable suspicion training will help your workplace stay safe, productive, and free from substance abuse issues.
Reasonable suspicion workplace drug and alcohol training helps employers identify signs of current and future workplace drug and alcohol abuse. With this information, managers can develop a plan to help the identified employee get the treatment they need.
Having reasonable suspicion of workplace drug and alcohol testing should not be looked at as an invasion of privacy; it should instead be seen as a precaution to ensure that everyone is as safe as they could be while trying to earn a fair wage.