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<name>Final 1</name>
<var>VarQuestion_0036</var>
<text>When compared to employees who do not abuse substances, employees who abuse alcohol and/or other drugs are generally:</text>
<correctans>All of the above </correctans>
<choices>More likely to be late for work|More likely to call in sick|More likely to have an accident on the job|Less productive when at work|All of the above </choices>
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<text>Which of the following is NOT your responsibility as a drug-free workplace supervisor?</text>
<correctans>Counseling employees who have a problem with alcohol or other drugs</correctans>
<choices>Understanding your organization’s drug-free workplace policy|Promoting the organization’s drug-free workplace policy|Counseling employees who have a problem with alcohol or other drugs|Enforcing the organization’s drug-free workplace policy|Being able to explain the policy to your employees</choices>
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<text>What is the most commonly abused drug in the workplace?</text>
<correctans>Alcohol</correctans>
<choices>Marijuana|Cocaine|Opiates|Hallucinogens|Alcohol</choices>
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<text>Which of the following is NOT one of the five most frequently used illicit drugs?</text>
<correctans>Hallucinogens, such as LSD</correctans>
<choices>Marijuana, including hash and hash oil|Hallucinogens, such as LSD|Cocaine and crack|Amphetamines and methamphetamines|Opiates, including narcotics such as codeine and medicinal drugs</choices>
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<text>If you walk into an area at work and notice an odor that smells like burning rope, this is a possible indicator that someone in that area recently:</text>
<correctans>Smoked marijuana</correctans>
<choices>Smoked crack|Injected opiates|Huffed solvents|Smoked marijuana|None of the above</choices>
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<text>True or False?  You hurt your back and your spouse has an old prescription for pain relief in the medicine cabinet. Is it illegal for you to use that prescribed drug for this new back injury?</text>
<correctans>True</correctans>
<choices>True|False</choices>
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<text>Supervisors may initiate a request that an employee take a drug test if the employee exhibits signs or symptoms of drug use. This type of drug test is known as a:</text>
<correctans>Reasonable suspicion test</correctans>
<choices>Pre-employment test|Reasonable suspicion test|Follow-up test|Pre-duty test|None of the above</choices>
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<var>VarQuestion_0044</var>
<text>When an employee is sent for a drug test, the drug test is automatically considered to be a positive test if he or she:</text>
<correctans>All of the above</correctans>
<choices>Is uncooperative during the collection process|Fails to show a picture ID during the collection process|Fails to sign the chain-of-custody form during the collection process|Fails to provide a specimen during the collection process|All of the above</choices>
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<text>If an employee is drug-tested and his or her specimen is confirmed positive for a drug, who makes the final determination as to whether or not the drug test is reported to the employer as a verified positive drug test?</text>
<correctans>A medical review officer</correctans>
<choices>A laboratory technician|The employee’s supervisor|The employer|A medical review officer|A human resources administrator</choices>
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<text>Patterns of unacceptable behavior over a period of time are performance indicators that an employee may have a problem with drugs.  Which of the following is NOT a performance indicator of an employee’s possible drug use?</text>
<correctans>Eyes are red and bloodshot</correctans>
<choices>Eyes are red and bloodshot|Excessive absenteeism|Frequently being away from his or her work area|Failing to complete assignments or work tasks|Taking unnecessary risks</choices>
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<text>Why is it important to consistently document the performance of all    employees you supervise?</text>
<correctans>Answers a and c are correct, but b is not correct</correctans>
<choices>Documentation helps you prepare to meet with an employee to discuss a problem|Documentation makes it easier to show the employee why you suspect their drug abuse and helps you talk to them about their drug problem|Documentation helps establish what occurred and helps to illustrate and support your concerns when you meet with an employee to discuss a problem|Answers b and c are correct, but a is not correct|Answers a and c are correct, but b is not correct</choices>
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<text>When you are meeting with an employee to resolve a performance problem, you should:  </text>
<correctans>Stay calm and keep the conversation focused on the employee’s performance problem</correctans>
<choices>Let the employee vent their anger, as long as they do not get violent, so they will get it out of their system and be easier to talk to|Find out if the employee has personal problems that are hurting their job performance|Stay calm and keep the conversation focused on the employee’s performance problem|Counsel the employee on his or her drug problem, if they have one|All of the above </choices>
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<text>True or False?  If you have an employee with performance problems, one good way to motivate him or her to improve their performance is to confront them in front of other employees and embarrass them, so they will feel extra pressure to correct the problem and avoid future embarrassment.</text>
<correctans>False</correctans>
<choices>True|False</choices>
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<text>Which of the following is an indicator that an employee might currently be drug-impaired?</text>
<correctans>They are unable to walk in a steady manner</correctans>
<choices>They are unable to walk in a steady manner|They are away from their work area|They frequently call in sick|They complain a lot about their personal life and financial problems|All of the above</choices>
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<text>As a supervisor, you have an urgent situation requiring immediate action whenever you have an employee who is:</text>
<correctans>Answers a and b are correct, but c is not correct</correctans>
<choices>Currently showing signs and symptoms of drug use|Acting in a dangerous or threatening manner|Always coming to work late and leaving early|All of the above are correct|Answers a and b are correct, but c is not correct</choices>
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<text>Whenever you encounter an employee you believe to be currently drug- impaired, it is always good to have a second credible witness to corroborate your suspicions.  If no other witness is readily available and the employee does not appear to be a threat to him/herself or others, you should:</text>
<correctans>Take action immediately based on your own best judgment</correctans>
<choices>Leave to find another supervisor or employee to back you up before you confront the employee|Take action immediately based on your own best judgment|Document your observations and tell the employee you think they are on drugs|Take the employee by the arm and forcibly remove them from the work area|Since the employee is not violent, any of the above actions would be appropriate</choices>
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<text>Whenever you encounter an employee you believe to be currently drug- impaired and the employee does not appear to be a threat to him/herself or others, you should:</text>
<correctans>Call 911—then notify your security office and let them handle the situation</correctans>
<choices>Grab the employee to make sure they do not hurt anyone|Detain the employee in a locked, secure area|Call 911—then notify your security office and let them handle the situation|Try to reason with the employee and settle them down|All of the above </choices>
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<text>The primary role of the supervisor with regard to Employee Assistance Programs (EAPs) is as:</text>
<correctans>Referral agent for the employee</correctans>
<choices>Counselor to the employee|Referral agent for the employee|Monitor of the employee’s compliance with EAP recommendations|All of the above are correct|Answers b and c are correct, but a is not correct</choices>
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<text>Which of the following is a free (no-cost) resource you can suggest to an employee who comes to you about their substance abuse problem?</text>
<correctans>A self-help support group, such as AA, NA, or SMART Recovery</correctans>
<choices>The employee’s family doctor|A self-help support group, such as AA, NA, or SMART Recovery|A local treatment facility|An emergency counseling service|None of the above are free of charge</choices>
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<text>When an employee returns to work after completing drug treatment, you (as his or her supervisor) should:</text>
<correctans>Reestablish performance expectations with the employee</correctans>
<choices>Reestablish performance expectations with the employee|Exempt the employee from regular expectations until they readjust|Single out the employee and treat them as a safety risk|Talk with the employee about their substance abuse recovery plan |All of the above </choices>
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<text>An agreement signed by an employee that states that they will be subject to termination if there are any further violations of the drug policy is known as a:</text>
<correctans>Last chance agreement</correctans>
<choices>Pledge of abstinence|Termination agreement|Last chance agreement|Treatment agreement|None of the above </choices>
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<text>If you notice that one of your employees is slurring his or her words and acting a little strangely, the first thing you should do is take the employee:</text>
<correctans>Aside and ask if they are okay</correctans>
<choices>Off the clock and send the employee home|Aside and ask if he or she is drunk or on drugs|To your office and reprimand the employee|Aside and ask if they are okay|None of the above </choices>
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<text>A good general rule of thumb for supervisors regarding documentation is:</text>
<correctans>If you didn’t document it, it didn’t happen</correctans>
<choices>If you have a good memory, documentation is not necessary|If another supervisor was there, documentation of an incident is not important|If you didn’t document it, it didn’t happen|None of the above|Answers a, b and c are all correct</choices>
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<text>Organizations with Drug-Free Workplace programs recognize that supervisors play an important role in:</text>
<correctans>Answers a and b are correct, but c is not correct</correctans>
<choices>Preventing the use and abuse of illicit drugs and alcohol in the workplace|Making sure that the workplace environment is safe for all employees and the general public|Counseling employees about their drug problems|All of the above are correct|Answers a and b are correct, but c is not correct</choices>
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<text>True or False? Medical Review Officers report as positive any confirmed results above the cut-off levels for marijuana, unless the employee produces a current prescription for the drug written by a physician licensed to practice medicine in a State that permits such dispensing.</text>
<correctans>False</correctans>
<choices>True|False</choices>
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