Non-DOT Reasonable Suspicion Training for Supervisors is a 2-hour course for supervisors at employers that test under a company policy or state law rather than DOT rules. It covers the physical, behavioral, speech, and performance indicators of drug and alcohol use, how to distinguish them from illness or fatigue, how to document observations, and when a test may be requested under an employer policy. The course was developed by attorney Andrew David Easler, Esq. A certificate is issued on completion.
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Published May 8, 2020
Andrew David Easler, Esq.
Course Author
Andrew David Easler, Esq.
Course Instructor
Non-DOT Reasonable Suspicion Training for Supervisors is a 2-hour online course for supervisors at employers that are not covered by Department of Transportation testing rules. It was developed by Andrew David Easler, Esq., an attorney focused on drug-free workplace compliance.
Non-DOT employers run testing programs under their own written policies, the state laws where they operate, and any client or insurer requirements. The standards differ from DOT rules, but the need is the same. Supervisors must know how to recognize possible impairment, document what they observe, and follow the right steps before a test is ordered.
The course teaches supervisors how to make fair, fact-based reasonable suspicion decisions. Topics include:
Supervisors also learn how state law can affect testing. Rules on notice, test types, confirmation testing, and marijuana vary from state to state, and a policy should reflect the laws in each state where employees work.
Good training also helps supervisors stay consistent. When every supervisor applies the same standard and keeps the same kind of notes, employees are treated alike and the employer can show that each decision was based on facts.
No federal rule requires reasonable suspicion training for non-DOT employers. The need comes from company policy, state law, and sometimes insurers or clients. Some states set specific rules for employers that choose to test or join a state program.
The course fits supervisors, managers, team leads, and HR staff who may decide whether an employee should be tested or who review those decisions. It is common in construction, manufacturing, healthcare, warehousing, and other settings where safety matters.
Employers with DOT-covered employees should use DOT Reasonable Suspicion Training for Supervisors for those supervisors instead. Pairing this course with employee training on the drug-free workplace policy helps everyone understand the rules.
Supervisors and their managers can download a certificate right after the supervisor passes the online exam. Keep that record with your drug-free workplace program files.
Documented training shows that your organization took reasonable steps to apply its testing policy fairly and consistently. It also helps supervisors handle sensitive situations with less risk of a challenge.
The course is available as online self-paced training, onsite instructor-led training, or SCORM courseware for use in third-party learning management systems.
Built to meet or exceed the training requirements of the state it covers. Some roles may also need a state license or permit from the state agency.
Every course is reviewed by attorneys and subject matter experts for accuracy, so you get training you can show employers, clients, and auditors with confidence.
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Go beyond the course with books, guides, and free videos and posts on YouTube, LinkedIn, TikTok, and more covering drug testing, workplace safety, and compliance.
Learners download their certificate as soon as they pass the exam. Managers can view and download certificates for their whole team from one account.
by accurately identifying specific, contemporaneous physical, behavioral, speech, and performance indicators of probable drug use and alcohol misuse based on an employee's appearance, behavior, speech, and body odor, establishing the factual basis for a reasonable suspicion determination in a non-DOT regulated environment.
by demonstrating working knowledge of the reasonable suspicion standards that apply to non-DOT regulated employers, applicable state drug-free workplace laws, and the organization's own drug-free workplace policies and procedures, including key terms such as "reasonable suspicion," "articulable observations," and the documentation standards required to support a legally defensible testing decision.
by applying the correct process to real-world situations, including when and how to initiate a drug or alcohol test, who to notify, and how to document observations accurately in a way that is consistent with the organization's drug-free workplace policy and capable of withstanding legal scrutiny.
by understanding supervisor responsibilities under applicable state laws and organizational policies, employee rights, confidentiality obligations, and the legal and financial consequences of making undocumented or improperly handled reasonable suspicion determinations, including wrongful termination claims and discrimination lawsuits.
by completing all required documentation accurately, maintaining proper records of observations and testing decisions, and ensuring every action taken is transparent, consistent with organizational policy, and legally defensible in the event of a dispute or legal challenge.
by understanding the role of the Employee Assistance Program and other available support resources, and knowing how and when to refer employees to appropriate help when substance abuse issues are identified, thereby fulfilling the supervisor's duty of care while protecting the organization from liability.
32 modules · 1 exam
Module 1
Introduction to Supervisor Training
Module 2
Drug Testing
Module 3
Consequences of Drugs
Module 4
Indicators of Drug Use
Module 5
Signs and Symptoms of Narcotics
Module 6
Signs and Symptoms of Fentanyl
Module 7
Signs and Symptoms of Heroin
Module 8
Signs and Symptoms of Morphine
Module 9
Signs and Symptoms of Oxycodone
Module 10
Signs and Symptoms of Stimulants
Module 11
Signs and Symptoms of Amphetamines
Module 12
Signs and Symptoms of Cocaine
Module 13
Signs and Symptoms of Depressants
Module 14
Signs and Symptoms of Marijuana-Cannabis
Module 15
Signs and Symptoms of Marijuana Concentrates
Module 16
Signs and Symptoms of Vaping
Module 17
Alcohol and Its Effects on the Body
Module 18
Alcohol and the Brain
Module 19
Alcohol and the Heart
Module 20
Alcohol and the Liver
Module 21
Alcohol and the Pancreas
Module 22
Alcohol and Cancer
Module 23
Alcohol and the Immune System
Module 24
Alcohol Signs and Symptoms
Module 25
Alcohol Testing
Module 26
Testing Under Reasonable Suspicion
Module 27
Drugs of Abuse Reference Sheet
Module 28
Reasonable Suspicion Testing Checklist
Module 29
Do's and Don'ts for Supervisors
Module 30
5-STEP Confrontation Format Immediate Action Required
Module 31
9-Step Confrontation Format-No Immediate Action Required
Module 32
Supervisor Tips
Exam
Supervisor Training Exam
Built to meet training requirements in 49 states. Not covered: Iowa.
Hardware
Software
Other requirements
There is no federal rule that requires it for non-DOT employers. The need comes from your own drug-free workplace policy, your state's laws, and sometimes your insurer or clients. A few states do set training rules, so check the laws where your employees work.
Any supervisor or manager who may decide whether an employee should be tested for drugs or alcohol under company policy. HR staff who review those decisions also benefit.
It varies, and the rules usually apply only when an employer chooses to test or joins a state program. Iowa employers that test for reasonable suspicion under Iowa Code 730.5 must train supervisors, covered in Iowa Reasonable Suspicion Training for Supervisors (Initial). Georgia requires supervisor training for employers in its voluntary drug-free workplace program under O.C.G.A. 34-9-418. Ohio requires it for employers that opt into its SUPR program under Ohio Administrative Code Rule 4123-17-58.
It is a decision to test based on specific, current observations of an employee's appearance, behavior, speech, or body odor. Your written policy defines the exact standard. A hunch, a rumor, or a personal dislike is not reasonable suspicion.
Common signs include slurred speech, an unsteady walk, bloodshot eyes, the smell of alcohol, unusual mood swings, and a sudden drop in work quality. The course teaches how to tell these signs apart from illness, fatigue, or a medical condition.
Write down what you saw, heard, and smelled, with dates and times, as soon as possible. Stick to facts, not conclusions. Have a second trained supervisor confirm the observations when your policy calls for it.
Often yes, but state law matters. Some states protect off-duty cannabis use or limit how employers can act on a marijuana result. Impairment at work can usually still be addressed. Your policy should reflect the laws in each state where you operate.
DOT training is required by federal rules for supervisors of safety-sensitive transportation employees. Non-DOT training follows company policy and state law. If your employees are DOT covered, take DOT Reasonable Suspicion Training for Supervisors instead.
A poorly supported test can lead to claims of discrimination, invasion of privacy, or wrongful termination. Clear training and good notes are the best protection.
Most policies remove the employee from duty if they appear impaired, especially in safety-sensitive jobs. Arrange a ride so the employee does not drive. Your policy should say whether the time off is paid.
Yes. Trained supervisors are a core part of most drug-free workplace programs. Pair it with Drug-Free Workplace Training for Employees so staff know the policy too.
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