Reasonable suspicion training is for supervisors and managers who may need to identify an employee impaired by alcohol or drugs and request testing. HR staff who enforce drug-free workplace policies benefit too. Supervisors of DOT-regulated drivers have specific training obligations. The 14-minute video is in English with Spanish and French closed captions.

Yes. Under 49 CFR 382.603, supervisors who make reasonable suspicion decisions about CDL drivers must receive training. It must include at least 60 minutes on alcohol misuse and 60 minutes on controlled substances. Shorter courses can supplement but not replace that two-hour requirement. Other DOT agencies have similar rules.

Signs supporting reasonable suspicion include the odor of alcohol or marijuana, slurred speech, unsteady walking, bloodshot eyes and unusual drowsiness or agitation. Observations must be specific, current and documented. Performance problems can add context, but direct observation is what usually justifies a test.

Document reasonable suspicion in writing as soon as possible, ideally on a standard checklist. Record the date, time, location and the specific behavior, appearance, speech and odors observed, plus any witnesses. Under DOT rules, the supervisor must sign the record within 24 hours or before test results are released, whichever is earlier.

After deciding reasonable suspicion testing is needed, a supervisor should remove the employee from duty and speak with them privately. Arrange safe transportation to the testing site, and never let the employee drive. Follow company policy, involve HR, and point the employee toward resources such as an employee assistance program.