1. Documenting incidents that support a request for a reasonable suspicion drug test is important because organizational or legal challenges, if they arise, will require that you demonstrated a credible basis for requesting a test.
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False
2. The following is an example of useful and correctly written documentation: " " Tom S. arrived twenty minutes late to work today and was witnessed, by several employees, damaging another vehicle while trying to park his car. He was heard yelling obscenities from within car. When I met with him immediately after the incident, I could smell alcohol on his breath." "
True
False
3. The following is an example of inadequate documentation that would be inadmissible in a disciplinary proceeding, or for use to support a request that the employee submit to a reasonable suspicion drug test: " " Tom Smith arrived at work late with reports by others of being drunk. He scraped a car in the parking lot and when confronted by me- after the incident- became defensive and immature like a person who had something to hide. He denied he was drunk, but admitted he had been drinking before midnight." "
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False
4. It is a proven fact that employees who abuse drugs and alcohol are more likely to be injured on the job.
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False
5. Not only can a supervisor save a job, if the supervisor has a reasonable suspicion of substance abuse, he or she can save the life of an employee by referring the employee for drug testing.
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False
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.
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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.
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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.
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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 prescreening an employee the supervisor thinks may be using alcohol at work.
True
False
11. When making a referral to testing, the supervisor should appear supportive to his or her employee by sharing personal information about the supervisor's own past experiences with drugs and alcohol. This will make the supervisor a positive role model for the employee.
True
False
12. Employees with alcohol or other drug problems may also have a history of job performance, conduct, or attitude problems that have frustrated the supervisor for a significant period of time. It is important for the supervisor to remain calm and not allow his or her emotions to interfere with an orderly process of referring the employee to testing.
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False
13. Sometimes feelings and hunches are correct. This means the supervisor should rely upon them when deciding to confront an employee and refer him or her to testing.
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False
14. If a supervisor suspects an employee of having a substance-abuse problem, it is sometimes best to take a “wait and see” approach, because if the supervisor is wrong, and there is no substance abuse problem, the employee's reputation could be ruined.
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False
15. When communicating with the employee, the supervisor can gently insert positive comments about the organization's employee assistance program (EAP) or other available sources of help for substance-abuse problems; however; the chances of an employee actually accepting help or getting help on his or her own is almost zero.
True
False
