Learning Outcomes: Describe DOT's reasonable suspicion requirements under 49 CFR Part 382 and the supervisor's role in ensuring compliance. Identify physical, behavioral, and performance indicators associated with drug and alcohol misuse. Apply correct procedures for documenting observations and initiating reasonable suspicion testing. Demonstrate effective decision-making and communication strategies when handling reasonable suspicion situations.

Upon successful completion of this course, participants will be able to: Explain HR's safety responsibilities and regulatory requirements that impact compliance, reporting, and recordkeeping. Identify gaps and risk factors within HR-driven processes such as onboarding, communication, and temporary worker management. Apply practical tools and best practices to strengthen incident response, post-incident support, and safe return-to-work processes. Develop HR-led strategies and partnerships with operational leaders that improve safety culture, employee well-being, and organizational performance.

Participants will be able to: Explain the purpose and regulatory requirements of workplace incident investigations and reporting processes Apply a systematic method to collect evidence, conduct interviews, and document findings Analyze incident information to identify root causes and contributing factors Develop effective corrective actions and improvement recommendations to prevent future incidents

By the end of this course, participants will be able to: Explain leader responsibilities and organizational expectations related to harassment prevention and respectful workplace practices. Identify behaviors, situations, and workplace factors that may contribute to harassment concerns or disrespectful conduct. Apply effective response techniques when employees report concerns or inappropriate workplace behaviors. Develop strategies for promoting respectful interactions and reinforcing workplace expectations within their teams. Evaluate leadership practices that strengthen workplace culture, employee trust, and organizational accountability.

Upon successful completion of this course, participants will be able to: Explain HR's safety responsibilities and regulatory requirements that impact compliance, reporting, and recordkeeping. Identify gaps and risk factors within HR-driven processes such as onboarding, communication, and temporary worker management. Apply practical tools and best practices to strengthen incident response, post-incident support, and safe return-to-work processes. Develop HR-led strategies and partnerships with operational leaders that improve safety culture, employee well-being, and organizational performance.

Upon successful completion of this course, participants will be able to: Explain the key requirements of OSHA’s Hazard Communication Standard (29 CFR 1910.1200). Identify chemical hazards, labeling elements, and SDS information necessary for safe use. Apply effective management controls for chemical procurement, labeling, training, and SDS documentation. Evaluate workplace HazCom programs and recommend improvements to strengthen compliance and reduce risk.

By the end of this course, participants will be able to: Describe the purpose and key components of a workplace mental health support program. (Understand) Identify workplace factors, warning signs, and organizational gaps that may influence employee mental health and well-being. Explain the roles and responsibilities of leadership, peer support resources, and response teams within a workplace support framework. Develop a basic mental health support process that includes reporting, response procedures, referral pathways, and escalation protocols. Evaluate strategies for building a psychologically safe workplace culture that encourages employees to seek support and communicate concerns.

By the end of this course, participants will be able to: Describe the purpose and key components of an effective safety onboarding program. Identify workplace risks, training needs, and organizational factors that should be considered during onboarding design. Explain the roles and responsibilities of leaders, trainers, mentors, and employees within the onboarding process. Develop a structured onboarding framework that includes orientation, competency verification, follow-up activities, and reinforcement strategies. Evaluate strategies for improving engagement, retention, and safety culture during the onboarding experience.

By the end of this training participants will be able to: Recognize common observable signs and behavioral indicators of mental health concerns Differentiate observations from assumptions or diagnoses Apply a structured response process when concerns arise Conduct supportive conversations appropriately Document concerns using objective facts Understand escalation procedures and available resources Support a psychologically safe workplace culture

Learning Outcomes: Describe DOT's reasonable suspicion requirements under 49 CFR Part 382 and the supervisor's role in ensuring compliance. Identify physical, behavioral, and performance indicators associated with drug and alcohol misuse. Apply correct procedures for documenting observations and initiating reasonable suspicion testing. Demonstrate effective decision-making and communication strategies when handling reasonable suspicion situations.