In the transportation industry, safety starts long before wheels hit the road. While drug and alcohol testing plays a central role in DOT compliance, it’s only effective when supervisors are trained to recognize warning signs. That’s why reasonable suspicion training is not just a regulatory requirement—it’s a vital layer of protection for your fleet, your drivers, and the public.
During May’s webinar, Tony Elwood, a nationally recognized drug recognition expert and former New York State Police investigator, joined forces with Evolution Consulting to break down how to approach impairment concerns with clarity and confidence.
What Is Reasonable Suspicion Training—and Why Does It Matter?
By DOT standards, companies must train at least one supervisor to identify and document signs of drug or alcohol use in the workplace. However, reasonable suspicion isn’t based on hearsay or intuition. Instead, it relies on specific, observable behaviors that suggest impairment.
Unlike random testing, reasonable suspicion testing is triggered by direct observation. When used properly, it not only safeguards the business—it can also save lives.
What Supervisors Should Be Looking For
Supervisors play a critical role in daily fleet operations. Beyond assigning loads or managing schedules, they’re responsible for observing each driver’s condition before they begin their shift. That includes appearance, behavior, and performance.
To be effective, they must know what’s “normal” for each driver. When something seems off, it may be a sign that action is needed.
Indicators include:
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Appearance: Disheveled clothing, poor hygiene, red or watery eyes, body odor, or unusual sweating
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Behavior: Confusion, paranoia, irritability, slurred speech, or loss of coordination
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Performance: Frequent tardiness, missed deadlines, customer complaints, or driving errors
Rather than guessing or making assumptions, supervisors must rely on their observations—and then document them properly.
Taking Action: What to Do When Impairment Is Suspected
Once signs of impairment are observed, supervisors should never wait to act. Instead, they must remove the driver from safety-sensitive duties and begin the reasonable suspicion process immediately.
Rather than confronting the driver in public, bring them into a private setting with another company representative—ideally from HR or another DER (Designated Employee Representative). During this conversation, remain calm and professional. Avoid accusations. Ask direct, neutral questions such as:
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“Did you sleep well last night?”
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“Have you taken any medications recently?”
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“Is anything going on that might be affecting your performance?”
While this dialogue helps supervisors understand what’s happening, it also gives drivers an opportunity to disclose personal or medical issues that may be affecting them.
Not All Impairment Is Substance-Related
One of the most valuable takeaways from Tony Elwood’s presentation was a surprising statistic: nearly half of the suspected impairment cases he has observed turned out to be undiagnosed or unmanaged medical issues, including diabetes.
For example, a diabetic driver with low blood sugar may appear intoxicated—slurred speech, sweating, and poor coordination are common symptoms. However, jumping to conclusions without asking the right questions could put the driver’s job at risk unnecessarily.
That’s why it’s essential to assess the full context before proceeding to testing.
What Happens If a Driver Tests Positive?
If drug or alcohol testing confirms impairment, the company must follow DOT protocol. Although termination may seem like the simplest option, it isn’t always the most effective—or compliant—response.
Drivers who test positive must:
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Be immediately removed from safety-sensitive duties
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Complete an evaluation with a Substance Abuse Professional (SAP)
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Participate in the Return-to-Duty process, including treatment, education, and follow-up testing
The full process can take up to 12 months. However, with consistent negative test results and SAP approval, many drivers are eligible to return after six months.
Supervisor Traps to Avoid
When dealing with possible impairment, emotions often run high. It’s easy to get caught up in sympathy or excuses, especially if the supervisor has a long-standing relationship with the driver. Unfortunately, this creates blind spots.
Some common traps to avoid:
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Letting the driver talk their way out of testing
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Delaying action to “see if things improve”
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Allowing personal relationships to interfere with policy
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Failing to document each step properly
Instead of reacting emotionally, supervisors should stay focused on the facts—and lean on company policy every step of the way.
Reinforcing Support, Not Punishment
Reasonable suspicion training isn’t about catching people doing something wrong. Instead, it’s about supporting a safe, compliant workplace. When approached with empathy and professionalism, supervisors can protect not just the company, but the driver’s dignity and future as well.
Tony Elwood made it clear: alcoholism and addiction are diseases. That means drivers need help—not judgment. With the right approach, many can return to work stronger, healthier, and more committed than ever.
Stay Audit-Ready and Confident with DQM Connect
While training prepares your team, the right tools help you maintain compliance every day. That’s where DQM Connect comes in. This driver qualification file management system ensures your supervisors stay certified, your documentation stays secure, and your company stays DOT-compliant.
Instead of juggling paper records or spreadsheets, manage everything in one digital hub. With DQM Connect, you can:
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Track training records, including reasonable suspicion certification
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Store driver documentation and observation checklists
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Receive automatic reminders for compliance deadlines
Even better, your entire team can access up-to-date records at a moment’s notice—so you’re always prepared for audits or investigations.
→ Take the 30-second challenge and see how DQM Connect transforms your compliance process.
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Train Your Team with Confidence Through Evolution Consulting
Of course, no system is complete without real-world training. That’s where Evolution Consulting comes in. Their team of seasoned experts offers nationwide reasonable suspicion training, providing hands-on instruction, real-case examples, and a two-page checklist that supervisors can use on the job.
In addition, they’re available to consult on challenging situations as they arise. Whether you’re onboarding new staff or responding to a positive test, Evolution is there with clarity and compliance in mind.
With Evolution, you gain more than training—you gain a trusted partner in safety and accountability.
Ready to empower your supervisors with the training they need? Contact Evolution Consulting today.
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