See 158 Images: bitly.com/dot-123 - This drug alcohol training program for supervisors packs a punch. You'll love using it because it generates a TON OF DISCUSSION about what employees do when they are caught for reasonable suspicion. Alcohol and drug training for supervisors to meet the need of the DOT, FMCSA, or FAA should include this ten slides, which are also available in sound. You may also email me directly to see the 158 image program. An alcohol and drug training program is also available for employees, and another program just for employees needing drug and alcohol training is also used by most people to ensure everyone in the company gets the message that substance abuse in the workplace is not okay. Alcohol and Drug Training will fall short, by the way, if you do not put enough information about Alcohol Abuse and Alcoholism in the presentation. This is because, even with the emphasis in the news on drugs of abuse, alcohol abuse and alcoholism are the #1 most common substance of abuse, and even worse, are the most confusing. Drug and Alcohol Training programs that omit alcohol education fall short and employees and supervisors just keep using alcohol and making excuses Supervisors & Employees for DOT and Non-DOT. If you are a drug and alcohol training coordinator for the FMCSA, FAA, or FTA, from any state Texas to California, you'll get awesome use from this ten excuses program--everyone of which should be discussed with supervisors during alcohol and drug training and DOT drug awareness classes

1. See full 158 Slide Program at:
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Reasonable Suspicion
Excuses & More
10 For the Road
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2. “I haven’t had a drink since last night!”
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• An employee with a high
tolerance to alcohol could
have their last drink late at
night and still be under the
influence well into the next
morning.
• They don’t have to
drink just before
coming to work
or first thing in
the morning.
• Don’t let this
statement
convince you that
a test is unnecessary.
See full 158 Slide Program at:
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3. “It’s mouthwash.”
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• If the smell of alcohol is on the
breath, then you can document
it to support a test for
reasonable suspicion.
• It might be mouthwash,
or maybe not.
• Some alcoholics in the
later stages of the
disease have
consumed mouthwash
in quantities large
enough to induce
intoxication—some
mouthwashes are 50
proof or more
See full 158 Slide Program at:
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“It’s medicine!”
• Same as #2.
• It might be medicine.
• It might be alcohol.
• It might be both.
• If it smells like alcohol,
you can support your
documentation.
• What the employee
states that you are
smelling is not part of
the “screening out”
process.
See full 158 Slide Program at:
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“I have used.”
• It happens.
• An employee who admits
to using drugs or alcohol
should be tested.
• Their honesty means
“I need help.”
See full 158 Slide Program at:
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6. “You’ll ruin my career.”
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• Allowing an employee to
convince you that a drug test
will be harmful to their career
and their life is called
enabling.
• Most companies have policies
that support employees
getting treatment and
remaining employed.
• If this not the case,
testing still saves
lives—the employee’s
life, and others.
See full 158 Slide Program at:
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7. “Who me?! Do I look drunk to you?”
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• An employee with a drug or alcohol
problem characteristically has high
tolerance— the ability to consume large
quantities of alcohol or drugs and not
appear intoxicated.
• An alcoholic employee with alcohol on
the breath could be two
to three times over
the “legal” limit,
but could appear
unaffected.
See full 158 Slide Program at:
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8. “It’s okay, I’m back in treatment.
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• Employees with unmanaged or
untreated alcohol or drug
problems frequently know
more about their problem than
others around them.
• They know exactly what they
should be doing to treat their
illness—but don’t.
• Motivational presentations
and demonstrations of
sudden insight are usually
manipulative nature.
• They can sway unwitting
supervisors from acting
on the drug testing.
See full 158 Slide Program at: bitly.com/dot-123
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9. “Let’s wait and see.”
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• If you decide to “wait and see if it happens again”
before acting on your drug testing policy, chances
are you are simply procrastinating. And you’re
enabling.
• If injury or death on the job—or off the job—
occurs, you’ll be kicking yourself and wondering
why you didn’t act when you had the chance.
See full 158 Slide Program at:
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10. “Let’s keep it between ourselves.”
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• Don’t become your employee’s
confidant.
• It is a mixing of roles, and simply
does not work.
• If your employee has an alcohol or
drug problem, your life experience,
counseling ability, or understanding
of human nature is not enough to
tackle his or her alcohol or drug
problem.
See full 158 Slide Program at:
bitly.com/dot-123
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11. “But we’re friends!”
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• If you are friends with your
employee, you will face a challenge
in recommending a drug test.
• If you socialize and drink with your
employee, this challenge
is made even more difficult.
• Consider this: Most
supervisors will put their
own job security ahead of
such friendships when
drinking or drug use
facilitates a crisis at work.
• Testing will not hurt a
true friendship, and it may
prevent a crisis that forces
you to make a choice.
See full 158 Slide Program at:
bitly.com/dot-123
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Thank you! This program is
part of a 158 Slide DOT Drug & Alcohol
Training Program that includes professional
narration and is available in
DVD, Video, PPT with Sound Show,
and Web Course. To preview the
complete program go to:
“bitly.com/dot-123” (Type as shown)
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