Front Line Leader
Training
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Module 3: Reasonable
Suspicion
Learning Objectives
Follow the Drug Testing Protocol Procedures to
achieve zero mishandled reasonable suspicion
cases per year.
Recall the importance of a drug and alcohol free
workplace
Recite the Drug Testing Protocol Procedure
Complete the Intoxication and Substance Abuse
Checklist
Define a potential crisis situation and recite who to
contact
Demonstrate a constructive confrontation conversation
A Drug Free Workplace
Policy
Accomplishes three major objectives:
Sends a clear message that use of alcohol and
drugs in the workplace is strictly prohibited
Maintains a safe and productive workplace
Encourages associates who have problems with
alcohol and other drugs to seek help
Intoxication & Substance Abuse
Checklist
What you observe:
Breath
Speech
Behavior/Personality
change
Appearance &
Demeanor
Unusual Actions
Balance/Body Movement
Being unaware of their
surrounding
environment
Reasonable Suspicion
In addition to observations made on the
Intoxication & Substance Abuse Checklist,
reasonable suspicion may be caused by:
Statements made to co-workers or supervisors
Workplace accidents causing
Damage to property
Personal injury
Potential Crisis Situations
Crisis situations are less common than
performance problems
Dangerous behavior
Threatening behavior
Obvious impairment
Possession of alcohol and other drugs
Illegal activity
Constructive Confrontation
Tell the associate you are concerned about his/her
performance
State the problem
Specific observations of behavior/events (not opinions
or conclusions)
Refer to documentation of specific events
Avoid generalizations
Ask for an explanation for the behavior/conduct
Avoid getting involved in a discussion of personal
problems; stick to work behavior/conduct
Constructive Confrontation
Try to get the associate to acknowledge what
you see as the problem
State what must be done to correct the problem
Set a time frame for performance improvement
Specify consequences if problem continues
Confirm understanding
Set regular follow-up/check-in times if
applicable
Document Discussion
Dos and Don'ts
Dos
Don'ts
Remember many problems get worse
without assistance
Try and diagnose the problem
Use Kohler Co. Policy on Alcohol and
Drug use to your advantage as a
purposeful tool
Limit comments to job performance and
conduct issues only
Know to how make a referral for help
Be misled by sympathy-evoking tactics
Have documentation of negative
performance when you talk with the
associate
Cover up. If you protect people, it
enables them to stay the same
Emphasize that you are only concerned
with work performance, conduct or
workplace safety
Make threats that you do not intend to
carry out
Encourage EAP
Fall into supervisor traps or take an
apathetic stance on a potential problem
Request substance abuse testing when
applicable
Drug Test Protocol
If you feel an associate is unfit for duty due to the
influence of drug or alcohol:
1. Observe questionable behavior/conduct
2. Document observations complete Intoxication and
Substance Abuse Checklist
3. Survey others opinions
4. Contact Human Resources for assistance
5. Approach associate in question use the
constructive confrontation approach
6. Request substance abuse testing
Drug Test Protocol
7. Call in advance & escort associate to
Medical Department/testing facility (with
paperwork)
8. If test findings are positive, send the
associate home
9. If test findings are negative, discuss
fitness for duty with Medical personnel;
return to work as applicable
Document using Intoxication & Substance Abuse Checklist
Drug Test Protocol
Observe
questionable
behavior/conduct
Document
Observations Complete
Intoxication &
Substance Abuse
Checklist
Survey others'
opinions (trusted
source)
Contact HR for
Assistance
Approach associate
in question - use
constructive
confrontation
approach
Request substance
abuse testing
Call in advance &
escort associate to
Medical
Department (with
paperwork)
If testing's are
positive, send
associate home
If test findings are
negative, discuss
fitness for duty with
Medical, return to
work as applicable
Drug Test Protocol
Associate reserves the right to :
Refuse testing (will be irrefutably presumed to be under
the influence for the purpose of disciplinary action)
Leave the workplace
If associate tests positive, remove from the workplace
Provide telephone opportunity to make transportation
arrangements
If associate chooses to drive themselves, either local
management or Corporate Security will alert local law
enforcement to intervene as needed (do not physically
engage the associate or try to take their keys away).
Knowledge Check (True or
False)
If an associate smells like alcohol, I
should let them go home for the
night
When confronting an associate, I
should ask them about their personal
situations that may be attributing to
the behaviors
Before sending an associate to get
tested at Kohler Medical, I need to fill
out the Intoxication Checklist Form
I should not allow an associate who
tested positive to drive home
False
False
True
False
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