Reasonable suspicion training is mandatory for workplace safety and compliance, especially in sectors regulated by the Department of Transportation (DOT) and non-DOT-regulated industries. As outlined in 49 CFR Part 40, this training is necessary to establish clear standards for reasonable suspicion among DOT-regulated employers.
In non-DOT sectors, reasonable suspicion training is just as important. While no specific federal regulations like the DOTs exist, this training equips employers and supervisors with the knowledge and skills to identify and manage situations where an employee might be under the influence of drugs or alcohol. This ensures a safe and productive workplace and helps businesses establish policies and procedures that align with state laws and best practices.
Reasonable suspicion training involves making "articulable observations that can be objectively verified by some documentation, which, taken together with rational inferences from those observations, reasonably warrant further investigation." This is used to determine if an employee is under the influence of drugs or alcohol and can serve as sufficient grounds for reasonable suspicion testing.
Supervisors and managers in the following industries must undergo this training once in their lifetime, except for the FAA, which requires annual recurrent training for supervisors:
- Federal Motor Carrier Safety Administration (FMCSA)
- Federal Aviation Administration (FAA)
- Federal Transit Administration (FTA)
- Federal Railroad Administration (FRA)
- United States Coast Guard (USCG)
- Pipeline and Hazardous Materials Safety Administration (PHMSA)
Non-DOT Reasonable Suspicion Training is designed for supervisors in non-regulated industries and is similar to DOT training. It provides workplace supervisors with the legal knowledge to conduct drug and alcohol testing according to company policies and state laws. It ensures adherence to company guidelines and existing legal standards, helps maintain workplace safety, maintains consistent testing procedures, and reduces the risk of discrimination lawsuits.
