An alcohol and drug use policy is crucial for companies to mitigate safety risks. While formulating such a policy, consulting legal professionals is conducive to success. This enables companies to ensure all necessary aspects are covered. Some of the aspects include objectives and goals. Ultimately, the objective is to maintain workplace safety. Next, it should list the reasons to conduct a test. Lastly, the policy should include the types of tests and substances to be detected.

Employers may conduct tests at random, under reasonable suspicion, or after accidents. Additionally, they may include a drug test as a requirement for a job offer. Companies may use blood, hair, urine, saliva, and breath tests. This article will present the aspects an alcohol and drug policy must cover, such as its objectives and goals, the reasons to conduct a test, and the types of tests used and substances they will detect.

Alcohol and Drug Use Policy: Objectives and Goals

The objective of an alcohol and drug use policy is to establish the rules regarding using drugs and alcohol within a company or organisation. Workplace safety is a top priority of any company. They must protect the safety of employees. A strictly implemented policy enables employers to mitigate legal risks and comply with relevant laws and standards.

One of the goals of a substance use policy is to deter employees from misusing drugs and alcohol. This reduces absenteeism and tardiness among workers. Furthermore, it improves productivity and bonds between coworkers. Another goal is to identify those suffering from substance use disorder using regular testing. This enables companies to provide support for their workers. Furthermore, it prevents workplace accidents from occurring due to intoxication.

Furthermore, policies clearly define the disciplinary actions individuals must face. Warnings, suspensions, and termination are some of the repercussions an employee may face. Lastly, a drug and alcohol use policy may include education programs to raise awareness for substance use disorders.

Code of Behaviour for Employees Regarding Illicit Substances

The code of behaviour for employees is a set of guidelines that list the expectations and responsibilities of workers. These are some rules:

• Workers must not be under the influence of illicit drugs at work.
• Employees must report impaired or intoxicated individuals during working hours. They may report to a manager, supervisor, or a safety representative.
• Employees must inform a manager if their doctor prescribes medication that may hinder their work.
• Consumption of alcohol and illegal drugs is prohibited during working hours.
• Employees must report incidents and state if they suspect someone involved is intoxicated or impaired.

Alcohol and Drug Use Policy: Reasons to Conduct a Test

An alcohol and drug use policy must include reasons why the company may conduct a test. Several occurrences may prompt management to test employees. Firstly, screenings are often done after an accident or near miss. It enables employers to gather evidence regarding the cause of the incident. Furthermore, it helps prevent future incidents from occurring.

Secondly, companies may conduct a test when they have reasonable suspicion. Outward signs of intoxication include slurred speech, uncoordinated movements, and erratic behaviour. Furthermore, a continuous decrease in performance and ability to perform duties is another reason to suspect substance misuse. Thirdly, random alcohol and drug testing effectively deter employees from being under the influence of alcohol and drugs during working hours. A computer program may randomly select participants to join an unannounced test.

Lastly, employers often conduct pre-employment testing in high-risk industries, such as mining and construction. This prevents applicants prone to reckless behaviours from completing the job requirements. However, employers must include information about the test and procedures in their job postings.

Can an Employee Refuse a Test

Employees may face repercussions for refusing a drug or alcohol test. It may depend on the applicable laws and regulations. Another contributing factor is if they have consented to testing when they signed a contract. Employers may consider refusing a test as misconduct and employ disciplinary action.

Workplace policies should include disciplinary actions for refusing a test. It may vary from warnings, suspension, or termination. However, some employees may have legal protections depending on the jurisdiction. Some exceptions may exist for privacy or medical reasons. Nevertheless, awareness and understanding of company policy are crucial before agreeing to it.

Alcohol and Drug Use Policy: Types of Tests and What Substances Can Be Detected

An alcohol and drug use policy should list the types of tests that employers may use. There are several options for testing procedures they may choose from that provide accurate results. Firstly, urine tests are the standard for screening substances. It uses urine samples to detect ethanol and drug metabolites. Typically, it has a detection window of 24 hours. Secondly, mouth swab tests may detect substances in saliva samples for up to 12 hours.

Thirdly, blood tests are the most accurate screenings. These typically have a detection window of 12 hours. However, carbohydrate-deficient transferrin (CDT) and Phosphatidylethanol (PEth) may trace alcohol consumption weeks before collection. Fourthly, hair follicle tests have the lengthiest window of 90 days. Lastly, breath tests measure Blood Alcohol Concentration (BAC) levels from breath samples.

Laboratories may use different panels to check for specific substances. The five-panel drug test refers to some of the most commonly tested substances. It includes cocaine, marijuana, amphetamines, opioids, and phencyclidine. They are addictive substances that have varying effects. If a sample contains a certain amount of substance, the tests consider it a positive or non-negative result.

Implications of a Non-Negative Result

A non-negative result may result in severe consequences for the individual. This means the employee may have been intoxicated during working hours, which violates the drug and alcohol policy. Employees must have an awareness of these consequences. If they are sure the result is a false positive, they may request confirmatory testing to prove their innocence.

Depending on the laws and regulations, employers may conduct disciplinary action. Furthermore, they may need to report it to authorities. However, companies may also provide support for treatment. This allows employees to return to the workplace after rehabilitation. It also improves morale in the workplace.

Conclusion

An alcohol and drug use policy is essential for maintaining workplace health. As part of the policy, regular testing may help companies identify employees unfit for critical positions. The effects of alcohol and drugs on individuals are significant and decrease overall productivity. Worse, it increases the risks of accidents. Thus, employees must report suspected misuse of alcohol and drugs to maintain safety. Furthermore, individuals with prescription medication should inform the staff to prevent misunderstandings.

An employee may refuse to take a test. However, they may face disciplinary action, depending on the applicable laws and regulations. Blood and urine tests are some of the testing options that detect alcohol, marijuana, and opioid use. A non-negative result of these tests may also result in consequences to the individual. They may request confirmatory testing to prove their innocence. Companies should provide assistance and resources to those proven to have substance use disorders.