• Provide information about physical, behavioral, speech
and performance indicators of substance abuse
• Increase knowledge of the effects of substance abuse on
health, safety and workplace
• Learn how to identify and confront substance abuse in the
workplace
• Build Supervisor confidence in making the reasonable
suspicion decision to test
• Required 60 minutes minimum training on drugs and
60 minutes on alcohol to make a reasonable
suspicion observation.
• This training is for
•
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Supervisors
Management
Lead people
*Anyone who is in a position to observe safety sensitive staff
• Those employees who:
• Operate a Revenue Vehicle (whether it is in revenue service
•
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or not)
Maintain or Repair of revenue service vehicles
Control or Dispatch
Employees who operate a vehicle that requires a CDL
Perform Security and carry a firearm
Supervisors who actually perform safety sensitive duties
•
Volunteers who do not receive any remuneration for services are
exempt from testing:
(unless the volunteer is driving a vehicle that requires a CDL)


Marijuana – 18.1 Million people 12 years and older
Cocaine – 1.4 Million people 12 years and older
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Amphetamine
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Methamphetamine – 439,000 people > 12 years old
Ecstasy (MDMA) – 555,000 people > 12 years old
Opiates
•
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Crack -359,000 people < 12 years old
Heroin – 800,000 people > 12 years old
PCP – 21,000 > 12 years old
Psychotherapeutics - illegal use of prescription drugs 6.1 Million
Within the past 30 days
*Source: 2010 National Institute on Drug Abuse

131.3 million Americans 12 yrs and older drank alcohol in the
past month
• 58.6 million “binge drinking” (5 or more drinks on the same occasion)
• 16.9 million “heavy drinking” (Binge drinking on at least 5 days in a 30
day period)
• 19 million admit to drinking on the job or just prior to going to work
• 28.6 million people had driven under the influence of Alcohol at least
once in the past year
*Source: 2010 Household Survey on Drug Use
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Cocaine
Amphetamine
Marijuana
PCP
Opiates
Alcohol
Up to 4 days in the urine
24-48 hours
Up to 30 days
Up to 8 days
2 days
Generally dissipates at a
rate of 1 oz. per hour and a
half
• Pre-employment (must do drug test; may do alcohol)
• Post Accident/Incident
• Random
• Reasonable Suspicion (Today’s Focus)
• Return-to-Duty (Must be an observed collection)
• Follow-up/unannounced (Must be an observed collection)
Post Accident Review Video
Toleration of drugs or alcohol in the workplace by doing
nothing or ignoring the fact that the problem exists
constitutes avoidance of responsibility by management.
In court, both a company and its managers may be held
accountable for failing to act in both the employee’s and
the public’s interests by not challenging alcohol and drug
problems in the workplace. You can be liable because
you knew there was a problem, yet took no action.
• Know the organization’s program and policy as it relates
to the drug and alcohol program
• Be able to explain the program
• Ensure an employee is fit for duty
• Know where to refer employees for help and information
• Observe and evaluate employee job performance and
safety
• Identify behavior that may indicate safety concerns

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

It is not your job to diagnose alcohol or drug
abuse problems
or, provide treatment or counseling services to
employees with problems
or, act as the police or an expert in substance
abuse
or, put yourself or anyone else in danger
• Specimen Validity Testing
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Initial Screening - Immunoassays
Confirmations - Gas
Chromatography/Mass Spectrometry
(GC/MS)
Cut-off levels established by the DOT
Split sample protocol for employees who
wish to challenge the results
• A licensed physician with knowledge of substance
abuse disorders.
• An impartial professional, independent from the lab
or the company, who, makes a final determination
on whether a person was using a drug legally or
illegally “The Gatekeeper” of all the drug test
results.
• Marijuana
• Cocaine
• Amphetamine
• Ecstasy
• Methamphetamine
• Opiates
• Pain Killers
• Phencyclidine (PCP)

Testing can occur anytime a
Safety Sensitive Employee is on
duty.
• Breath Testing (screening
and Confirmation)
• Saliva Alcohol Test
(screening only)

Testing can occur just prior to,
during and immediately after
an Employee performs safety
sensitive duties.
• A safety sensitive employee is immediately removed from
safety sensitive duties
• A referral must be made to a Substance Abuse Professional
(SAP)
• Employee Cannot return until recommended by SAP and
• Return to Duty test is negative and
• Followed by unannounced, follow-up testing
Commercial Marijuana Candy
Marijuana is a dry, shredded green and
brown mix of leaves, flowers, stems, and
seeds from the hemp plant Cannabis sativa.
In a more concentrated, resinous form, it is
called hashish.
The main psychoactive (mind-altering)
chemical in marijuana is delta-9tetrahydrocannabinol, or THC.
Marijuana smoke has a pungent and
distinctive, usually sweet-and-sour, odor.
•
•
•
•
Smoked in hand-rolled
cigarettes (joints)
Smoked in pipes or water
pipes (bongs).
Smoked in blunts—cigars that
have been emptied of tobacco
and refilled with a mixture of
marijuana and tobacco.
Can also be mixed in food sold
as candy or brewed as a tea.
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Cigarette papers
Roach Clip holders
Small pipes made of bone, brass or glass
Large pipes called bongs
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Reefer
Mary Jane
Buds
Stinkweed
Nuggets
Rope
Gangster
Skunk
Boom
Blaze
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Pot
Weed
Grass
420
Ganja
Dope
Herb
Joint
Blunt
Cannabis
Signs
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Red eyes
Dry mouth
Sleepiness
Impaired reactions
Decrease in short term
memory
Dilated pupils
Symptoms
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Memory loss
Euphoria
Time distortion
Decreased motor
coordination
Paranoid behavior
“Munchies”
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Impairs driving
Difficulty in decision making
Lazy, “I don’t care” attitude
Impaired short term memory
Impacts visual ability to follow moving objects
Time distortions
Difficulty in concentration
Smell of marijuana
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
Cocaine is a drug (paste) extracted from the leaves of the
South American coca plant. Usually processed into a
powder.
It is a strong stimulant that effects the body's central
nervous system.
Cocaine is the most potent stimulant of natural origin and
a popular recreational drug.

Crack cocaine" is a mix of cocaine and baking
powder (sodium bicarbonate). The ingredients are
boiled down to a solid substance. It is then dried
and then broken into small lumps or 'rocks‘ that are
off -white in color.
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Snorted
Injected
Smoked
Rubbed on the gums
When smoked, the cocaine vapors reach the
brain much quicker than snorting, producing an
intense but short-lived euphoric rush and - very
quickly - a compelling desire for more.
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Single edged razor blade
Small mirror or piece of smooth metal
Rolled up dollar bill
Half straw or metal tube
Small screw cap vial
Folded paper packet
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Coke
Crack
Snow
Dust
Toot
Line
Nose Candy
Sneeze
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White Pony
Flake
“C”
The Lady
Cain
Neurocain
Rock
Powder
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Dilated pupils
Runny nose
Talkative
Irritable
Argumentative
Difficulty sitting still
Massive burst of
energy
Extreme joy
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Rush of energy
Feeling of “euphoria”
Racing heart rate
Rise of blood pressure
and body temperature
• False sense of confidence may cause poor performance and
accidents
• A false sense of Bravado interferes with relationships with
coworkers
• Dramatic mood and energy swings
• May disappear from the workplace area during the day
• Poor attention to detail and warnings
• Paranoia causes unpredictable and violent behavior which may
effect employee inter-personal relationships
• Absenteeism, tardiness and forgetfulness
All opiates are derived from opium, a juice extracted from certain
varieties of poppy.

Narcotics/Pain Killers/Depressants
• Opiates (Natural)
• Morphine
• Codeine
• Opioides (Synthetic)
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Heroin
Opium
Hydrocodone (Hycodan)
Oxycodone (Percodan)
Demerol
Darvon

Heroin
• Is an illegal form of opiates, it mimics
the action of naturally occurring endorphins
on the brain by producing euphoria.
• Injection has always been the popular method for heroin use
because it is the most effective way to obtain a “high.”
• Heroin with higher purity is usually snorted or smoked.

Prescription opiate abuse is on the rise as well.
Oxycodone, especially in its pure, time-release
form (Oxycontin), is very dangerous when
misused.
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Taken orally in pill form
Smoked in powdered form
Snorted in powdered form
Injected in liquid form
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Needles and
syringes
Glass or metal pipes
Cut straws
Small pieces of
aluminum foil.
Tunicates
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Heroin
Black Tar
Opium, Morphine and Smack
China White
Horse
“M”
Miss Emma
Hillbilly Heroin (Oxycodon)
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Mental dullness
Poor coordination
Lethargy and drowsiness
Cold, moist skin
Crawling skin (itching)
Slurred speech
Constricted pupils
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Nausea
Dull Expression/Droopy Eyelids
Confusion
Lack of Coordination
Cold and Clammy Skin
Needle Tracks
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Lack of coordination
Impaired driving ability
Impaired mental and physical functions
Drowsiness
Fatigue
Itching
Reduced vision
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Central nervous system stimulant
Amphetamine is the name given to a group of synthetic stimulants which
are chemically similar to adrenaline, the hormone used for 'fight or flight'
emergencies.
Can be used medically to treat
• Narcolepsy
• Depression
• Attention Deficit Hyperactivity Disorder (ADHD)
Methamphetamine and Ecstasy are the illegal drugs in the
amphetamine class
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
Methamphetamine or “Meth”
Is the most potent drug of this category. It is highly addictive.
Methamphetamine operates on the brain by producing a surge
of dopamine production, giving the user a sense of euphoria,
lasting up to 12 hours.
The fast acting effects produced when injected
or smoked is an extreme pleasure sensation called a “rush”.
Methamphetamine or “Meth”
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Meth is a crystal-appearing rock that
can be ground into powder and,
when flaked, looks like small
shards of glass.
Crystal meth is often produced in
home laboratories.
Abusers will begin to show signs of
dental decay including loss of teeth.
Ecstasy (MDMA)
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A mixture of methamphetamine or amphetamine and a hallucinogen. It is
manufactured in home laboratories.
When a person takes XTC, the drug causes the brain to produce higher
levels of serotonin, which are chemicals produced by the brain.
The body has difficulty regulating temperature or hydration while under the
affects of Ecstasy.
Ecstasy gets its name from the feeling of euphoria that most users claim
when taking the drug.

Pure MDMA is a white powder but street
ecstasy is usually pressed into pills, usually
colored and stamped with different brand logos.
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Taken orally in pill form
Snorted or rubbed on the gums
Smoked with a pipe or crushed
soda can
Injected
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syringes
needles
spoons
pipe or tube
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Methedrine
Dex
Speed
Crank
Meth
Crystal
Black Beauty
“X” (ecstasy)
Hug drug (ecstasy)
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Bennies
Bumble Bees
Cross Tops
Crystal Meth
Hearts
Hot Ice
Pep pills
Uppers
Ice
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Dilated pupils
Hyper-excitability
Heart palpitations
Increase heart rate/blood
pressure
• Sweating
• Rapid breathing
• Itching
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Tremors
Talkativeness
Inability to concentrate
Aggressive behavior
Dry mouth
Poor appetite
Inability to sleep
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Inability to concentrate
The jitters
Careless behavior
Angry outbursts
Extreme wakefulness
Increased speech and motor activity
When coming “down “extreme fatigue
2 months later
9 months later
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Originally designed as an animal tranquilizer. It was
never intended for human use.
Acts as a hallucinogen, stimulant, depressant and an
anesthetic all at the same time.
PCP can trigger a number of negative effects.
“Flashbacks” may occur after the initial experience. These
effects sometimes last for up to six weeks
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Snorted
Swallowed
Smoked
Injected
The liquid form is generally poured onto a
cigarette or marijuana joint and smoked.
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Foil wrappings
Small vials of liquid.
Cigarettes that appear to have been dipped in
chemicals may indicate PCP use.
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Angel Dust
Ozone
Rocket Fuel
Wack
Purple Rain
Killer Joints (when added to marijuana)
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Extreme mood shifts
Both stimulant and
depressant properties
Difficulty in speaking
Staggering gait
Numbness in extremities
Disorganized thoughts
Apathy
Rigid muscles
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Memory Loss
Violent behavior
Delirium
Paranoia
Psychosis
Convulsions
Delusions resulting in
injury
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High accident potential
Loss of coordination
Hallucinations
Distorted speech
Violent behavior
Paranoid behavior
Psychotic episodes
Video – Drugs
 Absorbed through stomach and small intestine
 Takes 3-5 minutes to reach the brain
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
(Blood/Brain Barrier)
Takes About 30-60 minutes for absorption/full effect
Body eliminates alcohol at the rate of a drink every
hour and a half
Alcohol can be found in candies, mouthwash and
medications
Food slows absorption
Beer
12 oz x 5% = 0.6 oz of ethanol
Wine
5 oz x 12% = 0.6 oz of ethanol
Distilled Spirits (80 proof)
A standard Serving contains the same amount of
ethanol as beer or wine (0.6 oz of ethanol)
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Decreased Inhibitions
Dizziness
Nausea
Slow reflexes
Slurred speech
Blackouts
Poor concentration
• Lapse of memory
• Smell of an Alcohol Beverage
• Excessive mouthwash , aftershave
or perfume
• Relationship dysfunction
• Finances out of control
• Loss of interest in prior hobbies and
activities
1-4 drinks:
Inhibitions lowered
Overly friendly behavior
Inhibits good judgment
Inappropriate behavior
Repetitive speech
Fine Motor
Memory
Judgment
5-8 drinks:
Loss of motor control
Slow reaction time
Balance problems
Eye hand coordination impaired
Slurred speech
Uninhibited speech
Large Motor
Involuntary Muscles
Conciousness
5-8 drinks:
9-plus drinks:
Confusion
Difficulty remembering
Drowsiness
Loss of ability to reason
Loss of major muscle control
Stupor
Unconsciousness
Blackouts
Alcohol poisoning
Death
Fine Motor
Memory
Judgment
Large Motor
Involuntary Muscles
Conciousness
Initial Screen:
less than 0.02% BAC = Negative Result
0.02% BAC or greater = Confirmation
Confirmation: (15-30 minutes after screen)
less than 0.02% BAC = Negative Result
0.02%-0.039% BAC = Off duty for 8 hours or next shift
which ever is greater or test again with results less
than 0.02%
0.04% BAC or greater = Policy Violation/SAP referral
• Performance of a safety sensitive function is
prohibited:
• When having an alcohol concentration of 0.02% or greater
• If alcohol (of any form) is consumed within four hours of
reporting for safety sensitive duties.
• Use of alcohol is prohibited for 8 hours following an
accident or until testing is completed
• Refusal to submit to a required test
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Smell of Alcohol
Lack of coordination
Increased accidents
Poor coworker relations
Lack of efficiency
Confusion
• Unexplained absences
• Over reaction to criticism or
directions
• Changes in appearance
• Incessant apologies
• Less concern about safety
• Unreliable
• Use is defined as taking a substance (alcohol, illegal
drugs or prescription drugs in higher doses than
prescribed)
• Abuse is defined as continued use with negative legal,
workplace and personal consequences (stopping is still a
choice at this point)
• Addiction (“Chemical Dependence, Alcoholism, Drug
Addiction”) is defined as the point at which the individual
can no longer stop on his/her own, despite SEVERE
consequences
Video - Alcohol

Be Attentive To:
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Rising accident rates
Increased absenteeism or tardiness
Monday/Friday absences
Decreased productivity
Deteriorating coworker relationships
Peculiar and improbable excuses
• Be Attentive To: continued.
•
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Late arrival and early departures
Excessive sick leave
Confusion and inability to concentrate
Irresponsibility
Generally lowered efficiency
Mood swings, especially between morning & afternoon
Over-reaction to real or imagined criticism
Wide swings in morale
Borrowing money
Co-workers’ complaints
Signs and Symptoms of possible substance
use/abuse must be:
Contemporaneous:
• Short Term Indicators
•
•
•
•
•
Appearance
Speech
Behavior
Body Odor
Paraphernalia

Signs and symptoms must be:
• Objective
• Use the “Reasonable and Prudent Rule”
• Is this employee fit for duty?
• Would another trained supervisory come to the same
conclusion?
• Specifically describe the signs and symptoms.
• Don’t use general terms like “drunk”, “acting strange”
or “weird”.

A Reasonable Suspicion Testing Referral must be
based on:
•
•
•
•
•
Actual Knowledge (not hearsay)
Specific Indicators based on observation
Inappropriate Behavior
Performance Problems (and short term indicators)
Articulable/objective observations
• Immediately remove the employee from SafetySensitive duty
• Interview the employee in a private area
• Be prepared with your documentation
• Be confident, diplomatic and polite but firm
• Tell employee of your findings and
concerns
• Be objective/no opinions regarding indicators:
•
•
•
•
Behavior
Appearance
Odors
Paraphenalia
• Give the employee a chance to explain
• Explain your concerns, the regulations and the
reasonable suspicion procedure.
• Expect denial, anger or threats
• Employee has the right to refuse; explain the
consequences
• Escort the employee to the collection site and arrange
transportation home
• Testing must be done for both Alcohol and Drugs
 Remember: Alcohol testing should be done before the urine collection
• Don’t diagnose substance abuse or guess at what drug
someone is using.
• Don’t confront the employee in front of other employees
• Don’t accuse the employee of using illegal drugs or
alcohol; stick to what signs and symptoms you see.
• Don’t enable the employee by making excuses,
covering for the employee or giving them money.
, continued
• Don’t put yourself in the role of counselor.
• Listen, don’t give advice
• Know where to refer someone if they need professional
help
• Don’t discuss your decision or results with other employees.
• Don’t fall prey to sympathy or excuses (“you know my wife left
me”, “I have been up for the past 3 nights with the baby” ). It
may be true, however, it doesn’t change the fact that the
employee appears to be unfit for duty.
• Don’t make threats
• Required documentation must be maintained for 2
years.
• Document reasons for any delay greater than 2 hours.
• Cease attempts for alcohol testing after 8 hours/Drugs 32 hours
• Use your agency’s Referral Form.
What to Expect

Employee Manipulations
• Angry Outbursts:(“How dare you accuse me”)
• Don’t react! Wait until the employee has run out of steam,
then calmly continue. Focus on performance and safety
• Denial: (“No way, nothing is wrong”)
• Have documentation on hand. Focus the interview on
performance indicators, concerns about safety (both the
employee’s and the public’s safety)

Employee Manipulations, continued
• Threats (“I’ll go to an attorney”, “I’ll quit”)
• Remind the employee he/she may do whatever
he/she chooses however, as a supervisor your
responsibility is to uphold the agency’s policy
and protect the safety of the company and the
general public.
CONFIDENTIALITY!
• All discussions regarding an employee’s drug or
alcohol test results, or performance problems should
be done in private.
• If an employee chooses to tell coworkers about their
private concerns, that is his/her decision.
• Do not release information without a specific written
release from the employee.
Jerry was at the end of his shift performing a post trip
inspection on his bus.
A new dispatcher for the company observed Jerry and came to
the conclusion that Jerry had been drinking.
The dispatcher approached Jerry and accused him of being
drunk. Jerry denied that he was intoxicated. He said that he
had donated blood to a blood bank two days earlier and has felt
light-headed ever since.
Jerry also stated that he felt ill while driving back from his route and
that may be why the dispatcher believed that he had been drinking.
The dispatcher told Jerry he wobbled going from the time clock to the
break room. The dispatcher also told Jerry that in the past ten years
in his previous position at a cab company he had handled at least
twenty cases of drunk drivers so he considers himself and expert and
knows what a person who has been drinking looks like.
Lets discuss the facts….
Derek is the Maintenance Supervisor at the local transit
agency. As he was scheduling vehicles for preventative
maintenance appointments he saw Michael Smith and Jim
Ross the two night shift mechanics walk past him coming from
the direction of the men’s locker room. Derek went into the
locker room, and noticed a set of keys, a pack of cigarettes,
and a straw about three to four inches long, with a white
residue on one end sitting on a bench.
Derek immediately called the men back into the locker room.
He asked if the items belonged to either of the mechanics.
Michael said that he left his keys and cigarettes but he had no
idea where the straw came from. Jim also denied the straw
belonged to him.
Derek took the two men in to his office, he explained and
documented his decision and informed them that he was going
to refer them for a reasonable suspicion test.
Let’s discuss the facts…
Acme Transit’s dispatcher receives a call from a woman stating
that she had been on the road with one of Acme’s buses and
the bus was traveling in an erratic manner and moving at a high
rate of speed.
When the bus arrives at the garage the dispatcher calls the
driver in and explained the phone call he received and asked if
the driver had consumed alcohol or used drugs any time before
or during his shift. The driver responded that he had not and he
was not driving erratic or fast.
The dispatcher did not smell alcohol on the driver nor did he
notice any other indicators that would call for a reasonable
suspicion test. However, trying to maintain good relations
with the public and based on the caller’s observations the
dispatcher felt that there was reasonable suspicion and
possible safety concerns. The dispatcher informed the driver
that he had to go to the collection site for a reasonable
suspicion test.
Lets discuss the facts…
As a supervisor you notice that Max, one of your best operators, has
been coming in late for the past couple of weeks. His uniform isn’t as
well pressed as it used to be. He is quiet and sometimes grumpy, unlike
his usual friendly behavior.
You know that many years ago he had a problem with alcohol abuse.
You are concerned that he may be in trouble again. You question if you
should send him in for a test just to be sure he is ok. You decide its
better to be safe than sorry and send him for a test.
The result is negative.
Let’s discuss the facts…..
A few weeks later you notice that Max is lethargic, and was stumbling off
the bus. His speech is a bit slow and erratic. You decide to interview
him. He states that he has been up all night with a sick baby because
his wife left him a few weeks ago.
You decide that you should test him again, but Max gets angry and
refuses, saying that he was already tested and results were negative.
He said, “I have enough hassles in life and won’t put up with this
harassment”.
Lets discuss the facts….