Some organizations have drug and alcohol testing programs, while others do not. If your organization does have a program, “reasonable-suspicion testing” is when an employee is directed to undergo a drug or an alcohol test based on signs or symptoms that the employee is under the influence of a substance. Reasonable-suspicion testing should be based on observable factors like behavior, appearance, and body odor, not on rumors or hearsay. As a supervisor, you may be responsible for making reasonable-suspicion determinations and deciding when to refer an employee for a drug and alcohol test. If your company does not have a drug and alcohol testing program, you still must act if you believe an employee is under the influence at work or involved with ongoing substance abuse. Like with reasonable-suspicion testing, supervisors at organizations that don’t have testing programs must base actions on what they observe. Therefore, it’s essential that all supervisors recognize the signs and symptoms of intoxication and ongoing abuse and respond according to their organization’s policies.
- Recognize symptoms of current intoxication
- Recognize signs of long-term drug and alcohol use
- Respond appropriately to reports and observations of employee drug and alcohol use.