Manufacturing Today - November/December 2017 - 91

Vigilant

West

Overcoming Pot-Holes
Despite the challenges that may come
with traditional testing such as random, pre-employment, post-accident
and reasonable suspicion, Slavik notes
manufacturers should focus on hiring
and reasonable suspicion.
"With hiring you send the message
to the employment community that
you take this seriously and you will
test for it," she explains, noting that
this avoids being labeled a "pot-tolerant" employer.
"Reasonable suspicion really focuses on the supervisors being the eyes
and ears of the company," she says.
This means training supervisors on
how to spot and confront potentially impaired employees, which can be
done by drug test companies.
"This way, manufacturers are not
testing randomly and getting people
who test positive for weekend use,"
Slavik says. "You're really focusing
on signs of impairment, which means
your supervisors have been trained on
behavior, mood and odor changes."

"are you willing to
sacrifice some production goals in favor of a supervisor
who needs to stop the
line because someone
might be impaired?"
- Jodi Slavik
Culture also plays a role in this, as
manufacturers should "walk the talk"
and stand behind their supervisors if
they send a co-worker in for testing.
"Check to see if your business has
a 'we're in this together' mentality,"
Slavik explains. "How do you treat
everyone and what are your expectations for everyone?

vigilant believes manufacturers
should send the message that
they are not pot-tolerant as
early as the hiring process.

"For instance, are you willing to sacrifice some production goals in favor of
a supervisor who needs to stop the line
because someone might be impaired?"
Stopping production can be a tough
decision, she adds, and supervisors
are less likely to send someone in for
testing if they do not feel supported.
"If employees get away with being impaired at work, not only are co-workers endangered, but a message of 'we
don't really care what you do' washes over the workforce," Slavik says.
"Prevent this with a layered supervi-

sor approach of support, training and
confidence to have the ability to focus
on impairment.
"In doing so, they become better
and more connected supervisors who
attract higher-level workers."
Ultimately, it is most important for
manufactures to know that they are
not alone. "It's a very common problem today," Slavik explains. "Until
testing technology improves, manufacturing environments need the
safety and culture that comes from
continued testing." mt
NOVEMBER/DECEMBER 2017 manufacturing-today.com

91


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Table of Contents for the Digital Edition of Manufacturing Today - November/December 2017

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Manufacturing Today - November/December 2017 - Cover1
Manufacturing Today - November/December 2017 - Cover2
Manufacturing Today - November/December 2017 - 1
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