Drug Education for Supervisors Discussion
Read the question(s) below and answer as requested. Check your answers by reviewing the answer sheet and also read the comments related to that question. Answer any question again that you do not score correctly. This questions are designed to improve drug education for supervisors (the course has 35 of these questions.)
6. When a supervisor suspects an employee has been drinking on the job or using alcohol before coming to work, delays in arranging a reasonable-suspicion test can cause the test to be negative because alcohol detoxifies more rapidly than other substances.
True False
7. If the supervisor notices a significant change in an employee's job performance or behavior, this could be an indicator that there is an issue of drug or alcohol abuse. Deterioration of job performance is one of the earliest, primary indicators of a drug or alcohol problem. True False
8. If the employee appears under the influence and refuses to submit to a reasonable-suspicion test for drugs or alcohol, making a show of force using other employees is an effective way to gain cooperation. True False
9. If a supervisor knows the employee very well, it is usually appropriate to ask a few personal questions about problems at home or in his or her personal life in order to determine if a drug or alcohol problem exists. Any answer like, “I am seeing my doctor today,” or “I am back with my 12-step program,” means the supervisor can skip the idea or referring the employee for testing. True False
10. In some drug stores, small plastic breathalyzer tubes are available for purchase that, when activated, will measure one's blood alcohol level when one blows through it. These devices are handy and should be used for pre-screening an employee the supervisor thinks may be using alcohol at work. True False
=====================================================
Answers to Questions: Drug Education for Supervisors
6: 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.
7: 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.
8: 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.
9: 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.
10: 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.
|
|
|
|
|
See Reasonable Suspicion Drug Education for Supervisors Course
|
|
|
|
|
|
|
Your Email is confidential.
|
|
|
|
Too busy or in a rush? Phone us
24/7 at 1-800-626-4327
Daniel A. Feerst, LISW-CP
Publisher, WorkExcel.com
Save
|
|
|
|
|
|
|
|
