In industries classified as “high risk” and “safety critical”, audits are mandatory. This policy should clearly set out definitions of acceptable and unacceptable use of drugs and alcohol. Details about the tests, such as when, how and why the tests are performed and by whom, must also be provided. Finally, explain how the results determine whether an employee is unfit and the consequences of a positive test. Employers should be careful to include the circumstances in which a positive test could result in the employee`s dismissal. The outcome of an appeal against a controversial decision by Fair Work Australia (FWA) could determine whether employers will be limited in their ability to conduct proper drug and alcohol testing procedures locally. According to AMMA, the highest body of extractive industry employers, Fair Work Australia`s (FWA) recent decision to allow Endeavour Energy to conduct only saliva-based drug testing as opposed to urine testing contradicts previous rulings by the arbitrator. These modes, which must be described in a relevant drug and alcohol policy, include: A policy should also describe the consequences of an employee`s refusal to submit to drug or alcohol testing, which may be grounds for disciplinary action or dismissal. This is about allowing employees to learn and learn about the policies of a particular workplace and the types of tests they may undergo.
Before filling out a job offer, pre-employment drug testing is usually done at an external health facility. The most common type of drug test sample is a urine test. Salivation, blood and hair tests may be other drug tests before stopping. Unadvertised random testing that is used to identify all current employees who abuse drugs and alcohol in the workplace. Post-positive test results, in which an employee who has previously tested positive must be tested negative before returning to work. There is also a strict set of drug and alcohol testing procedures that must be followed: While drug and alcohol testing is a common strategy for detecting drug and alcohol abuse in the workplace, there are restrictions. Employers should be aware of this and the risk of legal challenge before taking action after a positive result. Drug testing also fails to determine whether a drug user is an occasional or recreational user, or whether they regularly use the drug. Some drugs, such as cannabis, can be detected in urine up to a month after use. Therefore, it is difficult to determine that a positive drug test means that a substance has been used recently and has directly caused the impairment. Drug use generally impairs concentration and judgment in the workplace.
If the work involves the use of heavy machinery, it should be obvious to take a drug and alcohol test in the workplace. The risk of workplace injury or death and the associated effects are simply too high to ignore. Our drug testing labs are fast and efficient, which is why we guarantee a 24-hour turnaround time for results as soon as they reach our labs. You will receive detailed instructions on how to access these results, including details on how to log in to our results portal. For more information about our services, visit our informative news page or call us on 1300 795 227 or contact us online. SafeWork Laboratories strives to provide you with the right tools to protect your business and its employees. Illicit drug abuse can be disastrous for a workplace, so if you need a service to ensure your business is drug-free, contact us and we`ll work with you to create an effective and convenient pre-hire drug testing system. We also offer comprehensive pre-recruitment medical examinations in Perth at our Belmont centre. The main types of drug and alcohol tests used in the workplace are urine tests and saliva tests. Rehabilitation testing for employees who are currently or have recently completed drug or alcohol abuse rehabilitation. SafeWork Laboratories ensures that you have all the safety precautions for your company and its employees. Our testing services are convenient and effective, which is why we offer both oral fluid and urine tests.
We also offer hair tests if you wish. Through on-site or on-site testing at SafeWork Laboratories, our highly trained field and laboratory staff are also able to perform tests for synthetic and synthetic drugs. Because every business and workforce is unique, our drug testing solutions are all conducted in accordance with your company`s policies and procedures. If a drug test is required prior to hiring, the job offer is conditional on the candidate passing the test properly. In this blog, we`ve provided the information you need to know about pre-hire drug testing and who to contact for help at this critical stage of the recruitment process. Since it`s much more difficult and expensive to deal with an existing employee who has a drug addiction, you`ll want to know before you hire the person. This is precisely why many employers choose to conduct drug tests before hiring. Some companies use saliva testing because it is considered a transparent method with little to no manipulation. Candidates or employees are monitored throughout the capture process, making it more difficult to dilute or distort the results. Saliva can also be collected on-site at the workplace, saving time and money. Drug testing among employees is a reality in a number of industries in Australia. However, employers are by no means automatically allowed to test employees for drugs.
It is generally accepted by Australian labour courts that random drug testing is an invasion of an individual`s privacy. However, there are exceptions for work, health and safety reasons. A blood test involves drawing blood to assess the amount of drugs and alcohol in the donor`s system. Blood tests are often used for pre-stop drug screenings to detect prohibited substances. Here are the most common drugs tested in a blood test: In Shannon Green v Lincon Logistics Pty Ltd T/A Lincon Hire & Sales (2017) FWC 4916, an employee won an unjust dismissal action on the basis that the workplace had an inadequate workplace drug and alcohol policy. In most cases, if your test is positive, you will receive formal advice. If you continue to fail other drug tests, your employer will initiate proceedings that could result in your dismissal. For more information, see SafeWork NSW. RO 3547:1997: Breathalyzers for personal use.
Hair tests have a long detection range and can determine drug use up to three months before the test date. However, this method can only identify past drug use and does not detect alcohol use. Whatever options an employer implements, it is important to clearly describe them in a drug and alcohol testing policy. Employers should also consult with an appropriate range of suppliers during the selection process. Regional testing, where all employees in an organization are tested at a single event. If an employer intends to conduct drug and alcohol testing at the workplace in Australia, the workplace should have a drug and alcohol testing policy. Some employers use pre-employment blood tests to screen applicants and employees for illegal drug and alcohol use. A professional phlebotomist takes a blood sample, which is sent to a laboratory for analysis.
In addition, employers have a number of options on how drug and alcohol testing is done in the workplace. These include: Hair follicle tests are not widely used in Australia due to their cost, invasive nature, and relatively small number of labs they offer. Tests must respect the chain of custody. Throughout the testing process, samples can be moved and different people can handle them. The time, location and handler of samples should be clearly documented. These must also comply with Australian standards and requirements. Drug and alcohol testing in the workplace is a strategy employers can use to avoid health and safety risks. These tests can be random, voluntary, “for cause” tests or another type of test. A workplace should adhere to a drug and alcohol policy, which should describe the following parameters: If an employer suspects that an employee is impaired by alcohol at work, a blood alcohol test may be conducted.
Also known as a breathalyzer, a special device is used to indicate the amount of alcohol in the employee`s system at the time of the test. A candidate could have the brightest resume and impressively overcome a series of interviews. However, if this applicant does abuse drugs on a regular basis, but is hired anyway, he or she will likely disadvantage your organization at some point in the future. Companies could use urine tests to see if an employee has recently used drugs. Urinalysis is the only approved method when it comes to legalizing drug testing for employees, and unregulated and regulated companies often opt for this. A recent decision by Fair Work Australia concluded that it is “unfair and inappropriate” to subject employees to urine tests for drug use, as tests can detect drug use from the weekend.