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Cheapest DOT Supervisor Training Online $35 or less!

Cheapest DOT Supervisor Training Online – $35 or less!

Looking for 60/60 drug & alcohol reasonable suspicion DOT supervisor training online?

Look no further. You can fulfill your federal requirements for a single person or your entire organization right here!

Is online training DOT compliant?

Yes. Thousands of companies utilize online training every year to fulfill the 60 minutes drug and 60 minutes alcohol reasonable suspicion supervisor training requirements for FMCSA (trucking) , FAA (aviation), FTA (transportation), USCG, PHMSA (pipeline). See the CFR regulations here.

Why online?

In person training sessions are nice but they can be expensive and hard to coordinate with trainer and employee schedules, or maybe you just need to ensure one or two employees are trained as part of their onboarding process. DVD video courses are typically outdated, poorly produced and just might put your employees into a comatose state. Employees are more likely to surf their smart phone than engage with a video. AtHandTraining’s online course can only be completed if your supervisors are engaged with the content and pass quizzes ensuring they understand the important concepts.

Top 6 benefits of using AtHandTraining’s online course:

#1. Ensure DOT compliance for 60/60 drug and alcohol reasonable suspicion training. Certificates can be generated and training records are stored online.

#2. Employees can access it from anywhere, anytime with any device: iPad, iPhone, Android phone or tablet, PC, MAC- whatever, we have you covered.

#3. Course material updated yearly – new statistics, new drugs, new photos.

#4. Supervisors are quizzed along the way ensuring a basic level of understanding of the key concepts

#5. Administrator access to employee reports

#6. It’s available right now!

Bonus #7. No clip art. Nothing says “made in 1982” like a nice piece of clip art.

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 Who needs this training and how often does DOT require it be taken?

Any supervisor or employee who has the ability to initiate a reasonable suspicion drug or alcohol test and is covered under any of the Department of Transportation agencies FMCSA, FAA, FTA, USCG, PHMSA. Only FAA requires “recurring training every 12-18 months. However, DOT recommends all supervisors re-educate every two years for as best practice. See regulatory requirements for all DOT modes here.

Other online courses run anywhere from $45-$79. Why is AtHandTraining’s course only $35 or less if I buy 50 or more?

Many other providers are piggy backing off of some other learning management system’s (“LMS”) software and must give a kick back to the LMS providers for every course taken. AtHandTraining manages our own system. We simply skipped the middleman.

 

Purchase and access training right now!

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Click Here To Buy DOT Supervisor Course – $35 or less!

Click Here To Buy DOT Employee Drug Awareness Course – $10 or less!

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Course topics – DOT Supervisor Training Online

Intro: The Drug Free Workplace Act of 1988 | Reasonable suspicion training requirements (Regulations overview) | Record keeping | Course learning objectives

The Big Picture: The effects of substance abuse on society | The effects of substance abuse on the individual and family | The effects of substance abuse in the workplace

Drug Testing: The drug testing process & safeguards | Substance Abuse Professionals | DOT substance testing | Detection times | Refusals

Alcohol Testing:  The alcohol testing process | Evidential breath tests (EBTs) | Breath Alcohol content (BAC)

Drug Classifications & Effects of Use: Depressants | Stimulants | Hallucinogens | Other drugs of abuse (K2/Spice, Bath Salts, etc.)

The Supervisors Role:  Role overview | Confidentiality | Reasonable suspicion testing | Specific, Contemporaneous, articulable definitions w/examples

Common Use Indicators: Identifying abusers | Stereotyping | Physical symptoms | Behavioral  symptoms | Mental symptoms | Job performance | Drug paraphernalia

Intervention: Crisis vs. performance scenarios | Documentation | Enabling | Confrontation and interview | Dos and don’ts | Transportation to the collection site

DOT Supervisor Training Online fulfills:

Federal Motor Carrier Safety Administration (FMCSA) – 49CFR Part 382.603

Federal Aviation Administration (FAA) – 14 CFR Part 121 Append I & J

Federal Transit Administration (FTA) – 49 CFR 655

Pipeline and Hazardous Materials Safety administration (PHMSA)

U.S. Coast Guard (USCG) – §16.250   Reasonable cause testing requirements

 

reasonable suspicion training for supervisors

1-12-2015

Reasonable Suspicion Training for Supervisors

What is “reasonable suspicion training for supervisors”?

Business owners who maintain drug free workplaces and/or supervisors of employees who are subject to reasonable suspicion drug testing need to be educated about their role in the drug free workplace, and understand how to properly intervene in situations where they believe an employee may be abusing drugs. Unfortunately many companies “wing it” when dealing with employees who they suspect may be under the influence of prohibited substances. This often leads to ineffective handling of the situation, and may leave the company vulnerable to a lawsuit if improperly handled. What is reasonable suspicion training for supervisors?

At a minimum, an effective training program would include:

  • Overview of the role of the supervisor in the drug free workplace. Supervisor’s should understand what is and isn’t expected of them.
  • Information about federal requirements, if your company is regulated, or receives funds from the federal government. If you don’t know whether or not your company is federally regulated use the DOT’s handy online check tool here.
  • Information about the effects of drug abuse in regards to safety in the workplace, and the negative effects of use on the individual and society.
  • Overview of the the drug and alcohol testing process
  • How to spot common signs and symptoms of drug or alcohol abuse
  • Overview of common drugs of abuse and their effects of use and abuse
  • An understanding of the difference between performance-based (long-term use) and  crisis interventions (under the influence)
  • How to intervene and interview the employee
  • How to avoid enabling behavior
  • How to properly document observations

Untrained supervisors can be a liability to your organization.

Who needs reasonable suspicion training?

Any business owner, employee or supervisor who has the ability to initiate a reasonable suspicion drug or alcohol test in the workplace.

How do I know if I’m required to take the training?

It’s a federal requirement (FMCSA, FAA, PHMSA, FTA, USCG as well as DOE) to ensure that any employee with the authority to initiate a reasonable cause test complete 60/60 min. drug/alcohol training awareness and reasonable suspicion signs and symptoms training. Failure to complete training is a violation of federal law. See dot regulations. However, any company with a drug testing policy that allows for reasonable suspicion drug testing should have their supervisors trained. Training will result in a more effective drug testing program and may reduce your exposure to lawsuits.

Why should your company incorporate reasonable suspicion training for supervisors?

Recently drug use is on the rise. (see WSJ) and employees who abuse substances may go to great lengths to hide their use. Millions of full-time worker’s are abusing drugs today. Substance abusers are less productive, use more healthcare, and can be a danger to your employees and the general public.

Past month heavy alcohol use among adults aged 18 to 64 employed full time, by industry category: combined 2008 to 2012 – SAMSHA.

reasonable suspicion training for supervisors

What’s the best method to train my staff? 

There are a variety of methods you can perform training. In-person via a drug testing consultant, via DVD, or online (AtHandTraining offers DOT and drug free workplace versions here). Each has their own benefit however, we here at AtHandTraining provide only online training for the following reasons:

  • Supervisors should be trained as part of their on-boarding process. Online training can be easily incorporated into that process.
  • It can be costly to pull an employee off their job site to take in-class training. Time is money.
  • Cost. It’s less costly than hiring a consultant
  • Updated information. DVD-based training can seem outdated  and contain old statistical information.
  • Interactive. Online training requires the attention of the student in order to progress.
  • Interactive content and quizzes
  • Pay as you go.

How often should I require training?

Unless your regulated by the FAA (who requires 12-18 month recurring training), DOT supervisors only need to take 60 minutes or drug and 60 minute of alcohol (total 2 hours) once during their employ. DOT best practices recommend retraining every two years. We recommend retraining for all drug free workplace supervisors every two years.

Regardless of what method you choose just be sure to utilize formal training of some sort to help maintain an effective drug testing program providing a safer workplace for your employees.

While you’re at it, you might consider ensuring your employees fully understand prohibited behaviors by enrolling them in a drug and alcohol awareness course.

AtHandTraining.com provides awesome online training for reasonable suspicion training for supervisors and employees subject to drug and alcohol testing.

Buy now and begin training in minutes!

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$35 or Less – Buy DOT Supervisor Course

$10 or less – Buy DOT Employee Drug Awareness Course

$25 or Less – Buy DFWP Supervisor Course

$30 or Less – Buy FAA Recurring Course

Reasonable suspicion drug testing union employees

 

union-laborDo Your Employees Have the Right to a Union Representative During a Drug Test?

 

Recent court case affects how companies might need to manage reasonable suspicion drug testing union employees.

A recent court case  in N.J. may come as a surprise for some employers with union employees. In May 2014, Administrative Law Judge Steven Davis ruled in favor of an employee who was terminated for not submitting to a reasonable suspicion drug test. The employee, Joe Garcia Diaz, who allegedly “reeked of the smell of marijuana” and exhibited “bloodshot and glassy eyes” while on the job, had declined to submit to a reasonable suspicion drug test without the presence of a union representative. Diaz’s supervisor notified him that his failure to immediately submit to the test would be treated the same as a positive result, potentially resulting in his termination. He refused, and subsequently was discharged for “his refusal to submit to substance abuse testing based on reasonable suspicion.”

On August 27, 2015, a three-member panel of the National Labor Relations Board (NLRB) issued Manhattan Beer Distributors, LLC and Joe Garcia Diaz, (29-CA-115694) finding that an employer had unlawfully denied an employee his right to the physical presence of a union representative during a reasonable suspicion drug test.

Interestingly enough, the NRLB states…

“Where an employer insists that an employee submit to a drug and/or alcohol test as part of an investigation into an employee’s alleged misconduct, the employee has a right to union representation before consenting to take the test.”

Employers have three options:

(1) Grant the employee’s request (to require union representative “physical” accompaniment)

Note: The NLRB states “At the very least, the physical presence of a union representative was necessary in order to permit the representative to independently observe Diazs’ condition and potentially contest the grounds for suspicions.”

(2) Give the employee the option of proceeding without representation.

(3) Dis-continue the interview and make a disciplinary decision based on the information it has available (In this case, they recommended the employer discharge the employee not for refusing to take the test, but rather for prior employee actions or information not related to the drug test event.)

This is despite the fact that delaying a drug or alcohol test could ultimately affect the outcome of the test result. To that, the NLRB stated they although the recognized the employer’s right to test in a timely manner, that in this case, the employee was not given sufficient time to obtain Union representation before he was discharged. In their decision, NLRB also weighed the fact that that the signs and symptoms observed were marijuana-related, which lessened the importance of immediate testing as the outcome of the marijuana test likely would not have changed within a short window of time.

The NLRB required Diaz to be reinstated with back pay, without prejudice and required the employer to cease and desist from:

(a) Requiring employees to submit to a drug test as part of an investigation into their behavior or conduct

notwithstanding their request to have a union representative at the investigatory interview.

(b) Discharging employees because of their refusal to submit to such a drug test without having a union representative at the investigatory interview.

(c) In any like or related manner interfering with, restraining, or coercing employees in the exercise of the rights guaranteed them.

Take-aways:

  • Employers with unionized workers should review their drug free workplace policy with their legal counsel and determine if any changes might need to me made to reflect the company’s position in regards to union employees and reasonable suspicion drug or alcohol testing.
  • Ensure supervisors and employees he been educated on the company policy.
  • Ensure supervisors have the contact information of the union representation on hand.
  • Consider delaying termination decisions based solely on refusal to test without union representation

  

AtHandTraining.com provides awesome online training for DOT Supervisor reasonable suspicion training and for DOT employees for drug and alcohol awareness training.

Buy now and begin training in minutes!

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