Front Line Leader

Training
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Module 3: Reasonable
Suspicion

Learning Objectives
Follow the Drug Testing Protocol Procedures to
achieve zero mishandled reasonable suspicion
cases per year.
Recall the importance of a drug and alcohol free
workplace
Recite the Drug Testing Protocol Procedure
Complete the Intoxication and Substance Abuse
Checklist
Define a potential crisis situation and recite who to
contact
Demonstrate a constructive confrontation conversation

A Drug Free Workplace

Policy

Accomplishes three major objectives:

Sends a clear message that use of alcohol and
drugs in the workplace is strictly prohibited
Maintains a safe and productive workplace
Encourages associates who have problems with
alcohol and other drugs to seek help

Intoxication & Substance Abuse

Checklist

What you observe:

Breath
Speech
Behavior/Personality
change
Appearance &
Demeanor
Unusual Actions
Balance/Body Movement
Being unaware of their
surrounding
environment

Reasonable Suspicion
In addition to observations made on the
Intoxication & Substance Abuse Checklist,
reasonable suspicion may be caused by:
Statements made to co-workers or supervisors
Workplace accidents causing
Damage to property
Personal injury

Potential Crisis Situations

Crisis situations are less common than
performance problems
Dangerous behavior
Threatening behavior
Obvious impairment
Possession of alcohol and other drugs
Illegal activity

Constructive Confrontation
Tell the associate you are concerned about his/her
performance

State the problem

Specific observations of behavior/events (not opinions

or conclusions)
Refer to documentation of specific events
Avoid generalizations

Ask for an explanation for the behavior/conduct

Avoid getting involved in a discussion of personal

problems; stick to work behavior/conduct

Constructive Confrontation

Try to get the associate to acknowledge what

you see as the problem

State what must be done to correct the problem

Set a time frame for performance improvement

Specify consequences if problem continues

Confirm understanding

Set regular follow-up/check-in times if

applicable
Document Discussion

Dos and Don'ts

Dos

Don'ts

Remember many problems get worse

without assistance

Try and diagnose the problem

Use Kohler Co. Policy on Alcohol and

Drug use to your advantage as a
purposeful tool

Limit comments to job performance and

conduct issues only

Know to how make a referral for help

Be misled by sympathy-evoking tactics

Have documentation of negative

performance when you talk with the
associate

Cover up. If you protect people, it

enables them to stay the same

Emphasize that you are only concerned

with work performance, conduct or
workplace safety

Make threats that you do not intend to

carry out

Encourage EAP

Fall into supervisor traps or take an

apathetic stance on a potential problem

Request substance abuse testing when

applicable

Drug Test Protocol

If you feel an associate is unfit for duty due to the
influence of drug or alcohol:
1. Observe questionable behavior/conduct
2. Document observations complete Intoxication and
Substance Abuse Checklist
3. Survey others opinions
4. Contact Human Resources for assistance
5. Approach associate in question use the
constructive confrontation approach
6. Request substance abuse testing

Drug Test Protocol

7. Call in advance & escort associate to
Medical Department/testing facility (with
paperwork)
8. If test findings are positive, send the
associate home
9. If test findings are negative, discuss
fitness for duty with Medical personnel;
return to work as applicable

Document using Intoxication & Substance Abuse Checklist

Drug Test Protocol

Observe
questionable
behavior/conduct

Document
Observations Complete
Intoxication &
Substance Abuse
Checklist

Survey others'
opinions (trusted
source)

Contact HR for
Assistance

Approach associate
in question - use
constructive
confrontation
approach

Request substance
abuse testing

Call in advance &

escort associate to
Medical
Department (with
paperwork)

If testing's are
positive, send
associate home

If test findings are

negative, discuss
fitness for duty with
Medical, return to
work as applicable

Drug Test Protocol

Associate reserves the right to :
Refuse testing (will be irrefutably presumed to be under
the influence for the purpose of disciplinary action)
Leave the workplace

If associate tests positive, remove from the workplace

Provide telephone opportunity to make transportation
arrangements
If associate chooses to drive themselves, either local
management or Corporate Security will alert local law
enforcement to intervene as needed (do not physically
engage the associate or try to take their keys away).

Knowledge Check (True or

False)
If an associate smells like alcohol, I
should let them go home for the
night
When confronting an associate, I
should ask them about their personal
situations that may be attributing to
the behaviors
Before sending an associate to get
tested at Kohler Medical, I need to fill
out the Intoxication Checklist Form
I should not allow an associate who
tested positive to drive home

False
False
True
False

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