Once the employer has sorted through the options and designed a substance abuse program that fits the company's needs, it is time to move forward and present the package to all of the firm's managers, superintendents and first line supervisors. When feasible, the company should hold its training program for supervisors at least one week before introducing the program to the rest of the employees. This allows the supervisors additional time to thoroughly understand how the program is to be implemented before the employees begin asking questions. Otherwise, the supervisors may feel slighted and the effectiveness of the program may be crippled, since the supervisors will be forced to defend something that they may not be committed to or fully understand. They may also tell employees that they have no idea how fair the program really is, since they only heard about it for the first time when all the other employees were informed.
Smooth implementation depends upon communication as well.
Stress to the supervisors the importance of staying in constant contact with management concerning employee job performance. When supervisors have reason to suspect a drug or alcohol problem, management must be informed and all pertinent procedures must be followed to the letter. This is vital, since indecision or deviation from company policy may result in employee disciplinary action or discharge being ruled invalid. The first line supervisors are both responsible and accountable for handling those situations when employees may need to be tested. Supervisors should clearly understand their responsibilities are to document the situations only, not diagnose them.