Although DOT reasonable suspicion training can enable employers to identify potential cases of drugs and alcohol abuse at the workplace, there are some mistakes that employers make while doing their training. Most of these mistakes can be avoided by preparing a comprehensive DOT training policy. To ensure that your training is smooth and successful, here are some of the mistakes to avoid when doing DOT reasonable suspicion training:
Conducting training on employees that haven’t met DOT requirements
DOT training requirements don’t apply to all employees, but rather to a certain group of employees. Employers sometimes assume that they can justifiably train every employee in their organization. But some employees aren’t DOT-regulated. Training of such employees is governed by applicable local and state laws. These laws can prohibit specific types of training for employees that aren’t subject to DOT training requirements.
Not acknowledging that local and state DOT laws vary widely
Some cities and states have specific DOT laws. Therefore, employers shouldn’t assume these laws are the same everywhere. Instead, employers should familiarize themselves with the specific local and state DOT laws that are applicable to their respective workforce. Moreover, there are some jurisdictions that regulate the various types of DOT reasonable suspicious training requirements, which employers must always be conversant with.
Embarking on training without a clearly written training policy
Although most states don’t have a clearly written DOT reasonable suspicion training policy, that doesn’t imply that this policy isn’t important. Most employers operate with an assumption that this policy isn’t necessary. Nevertheless, having a written training policy should be a standard practice in every organization. What’s more, having a policy in place can help the organization enormously in the event of a litigation involving the training results.
Having a vague training policy
Most employers intend to make their DOT policies quite brief. This can result in employers writing vague DOT training policies. Although the kind of training policy that a company embraces is in its own discretion, the policy must be comprehensive and it shouldn’t leave any important questions unanswered. For instances, it should clearly spell out the types of DOT training that will be conducted, how they will be conducted, and what to expect with each type of training.
DOT reasonable suspicious training is a valuable tool for employers to identify potential cases of drugs & alcohol abuse among employees at their respective workplaces. That is why employers should conduct this training and most importantly avoid the mistakes that can compromise on the desired results. Hopefully, the above-highlighted factors will go a long way in helping you do successful DOT suspicious training.