Drug and alcohol use is a significant threat to workplace health, safety, and productivity. Occupational Safety and Health Administration (OSHA) regulations require employers to provide a workplace free from recognized hazards in what is commonly referred to as the General Duty Clause.
If an employee is impaired on the job due to drugs and alcohol, that employee is a recognized hazard. As an employer, what do you do in that situation?
Drug and Alcohol impairment testing protocols include:
Pre-employment screening
Random screening
Reasonable suspicion systematic checklist
Post Incident
Testing
Documentation
Follow-up
Referral to substance abuse treatment
If the employee's actions and behavior are recognized as a hazard, the employer must conduct a Reasonable Suspicion Assessment™ to evaluate the potential impairment of that employee.
Do your employees, management staff, and foreman have the skills and training to identify substance use behaviors and related signs and symptoms?
Do your workplace drug and alcohol policies include a Reasonable Suspicion Assessment™ Training?
Should you wait for an incident in the workplace, relying solely on post-incident testing to identify impairment?
Learn how to train your managers and foreman to identify and respond to impairment in the workplace proactively.
Contact us to explore consulting and training solutions for a Reasonable Suspicion Assessment™ in your workplace.
Traditional classroom and online training options are available.