Substance abuse in the workplace can have detrimental effects on employee performance, workplace safety, and overall company morale. To address this, many employers have created a company drug and alcohol policy. This outlines the rules regarding drugs and alcohol in the workplace. A comprehensive policy must include the objectives, a code of behaviour, reasons for testing, and the procedure after a positive result. Altogether, this may help reduce safety risks and create a positive workplace.

To enforce this policy, companies may use various testing procedures. Some available options are saliva, urine, breath, blood, and hair tests. For initial testing, companies may benefit from less expensive and invasive options. This article will present what employers may cover in a company substance use policy. This includes the objectives and a code of behaviour, the reasons for testing, and the procedures after a positive result.

Company Drug and Alcohol Policy – Objectives and Code of Behaviour

A company drug and alcohol policy is crucial for maintaining a safe and productive work environment. Typically, it outlines the stance of the company regarding the use of alcohol, prescription medicines, and illegal drugs within the workplace. The foremost objective of such a policy is to ensure the safety and well-being of employees within the workplace.

Furthermore, they may aim to reduce workplace accidents caused by drug and alcohol abuse. This is crucial for protecting everyone on company premises and the general public. In addition, it helps employers mitigate legal risks. Employers implement rules to lessen and prevent the dangers of excessive drug and alcohol consumption.

One way of implementing this is by creating a code of behaviour for employees. This would outline the expected behaviour from all workers of the company. This may include the prohibition of the consumption, possession, or sale of alcoholic beverages and illicit substances on company premises. It may also add that employees must arrive at work free from the influence of alcohol and drugs.

Types of Tests to Detect Substance Use

• Urine tests are standard for workplace testing. This uses urine samples that carry traces of many substances. It has a detection window of 24 hours.
• Saliva tests are commonly used during onsite testing. This has a detection period of 12 hours.
• Hair follicle tests are useful for acquiring a history of substance use. It offers a lengthy detection period of 90 days.
• Blood tests are considered the most accurate screening method. It has a detection window of 12 hours.
• Breath alcohol testing uses breathalysers to measure the Blood Alcohol Concentration (BAC) levels. It has a detection period of 24 hours.

Company Drug and Alcohol Policy – Reasons for Testing

Employers may include several reasons for screening in a company drug and alcohol policy. Nowadays, many companies conduct pre-employment testing as part of their hiring process. In particular, this is crucial for high-risk industries like rail transport and mining occupations. This enables them to select responsible applicants free from substance use disorders for safety-critical positions. This is crucial in creating a safer workplace.

Moreover, companies also conduct random testing to help deter drug and alcohol misuse. During this, the company randomly selects the current employees for an unannounced test. Another ground for testing is when there is reasonable suspicion. Employers expect employees to report individuals who appear intoxicated or impaired. Some outward signs of intoxication include erratic behaviour, uncoordinated movements, and slurred speech.

Lastly, employers may conduct a screening after an accident or a near miss. This enables them to collect evidence and prevent a similar incident from occurring. Furthermore, post-accident testing helps to identify whether the employee is fit for duty. By confirming with a test, companies may ensure the worker did not violate the policy.

Can an Employee Refuse a Test

Whether an employee can refuse testing is dependent on various factors. One of them is the applicable laws and regulations. Another factor is the prior agreement to testing through the employment contract or other documents. Some businesses have a strict zero-tolerance policy towards substance misuse. Thus, refusal to take a test may count as a violation of their policy.

Employees may consult a legal professional or safety representative regarding their rights before refusing a test. This will enable them to understand the repercussions of their choice. However, they may try to request a different test if they cannot take the suggested test for medical reasons.

Company Drug and Alcohol Policy – What Happens After a Positive Result

Employers must also include in the company drug and alcohol policy the procedures after a positive result. A positive or non-negative test result is indicative of excessive or recent consumption of prohibited substances. This may constitute a violation of the policy. However, some may try to refute this result by undergoing confirmatory testing.

Confirmatory testing helps ensure that individuals do not suffer from undue consequences because of false positives. This is often done by analysing previous samples with specialised techniques or undergoing a different test. If the confirmatory screening reports a negative test result, they may disregard the former result. However, if it remains positive, then the employee may face sanctions.

Disciplinary actions range from warnings to termination. The corresponding repercussions will vary depending on the severity and amount of violations. Warnings and suspensions allow the employee to reflect on their behaviour and try to recover. The company may help them with their rehabilitation. However, employee dismissal can happen if the worker commits further policy violations or causes a severe accident.

Availability of Employee Assistance Program

The availability of an Employee Assistance Program (EAP) is dependent on the business. This program helps employees with substance use disorders by providing them with various kinds of support. It is a crucial part of ensuring the well-being of employees. Companies can demonstrate their commitment to providing a positive and supportive work environment by implementing EAPs.

EAPs may include providing professional counselling and referral services. This is helpful for not only substance use issues but also other personal and professional problems. By providing this program, companies may see positive indicators, such as higher productivity and morale.

Conclusion

A company drug and alcohol policy is crucial for ensuring the well-being of all employees. Substance abuse leads to many adverse effects for the individual and employers. Thus, deterring irresponsible use by providing a code of behaviour and conducting regular testing may improve productivity and morale. Furthermore, employers can comply with the relevant laws and regulations by implementing safeguards and placing sanctions on those who violate the policy.

Employers may conduct testing for various reasons, such as under reasonable suspicion and after accidents. They may also use different screening methods to detect several substances that may cause impairment. Furthermore, employers may implement EAPs to help their workers recover from substance use issues. They may provide support through counselling services or referrals to treatment specialists. In doing so, they may see an increase in positive reputation and a lower employee turnover rate.