Drug and alcohol use is one of the largest social and economic issues facing Australian companies today. While drug and alcohol testing is seen as the best way to overcome the problem, many companies still lack elaborate policies to facilitate the process. The reality for all employers is that drug and alcohol use can affect employees’ health, safety, and productivity in the workplace.
So, when is a drug test appropriate?
1. Pre-Employment Drug Testing
Pre-employment testing is carried out on applicants during the hiring process to ensure an organisation hires quality workers. This helps minimise the liabilities that workers with drug and alcohol problems bring.
2. Random Drug Testing
Random drug tests are conducted without notice and represent the best way to get more accurate results. They can be conducted on any employee or group of employees at the employer’s discretion.
3. Return to Work Drug Testing
Return to work workplace drug testing is carried out on all employees before they resume their previous roles. It ensures that employees get back to work in the best condition and that they can perform optimally.
4. Reasonable Cause Drug Testing
Reasonable-cause workplace drug testing is carried out on any employee whom the management might deem unfit to perform his/her role. Depending on the test results, then the employer is at liberty to proceed with any appropriate measure.
5. Post-accident Drug Testing
Post-incident workplace drug testing is conducted when an employee gets injured or suffers an injury scare in the workplace. It helps rule out alcohol and any other drugs as contributing factors.
However, drug testing is not always appropriate and in some incidents, it can be viewed as an infringement of employees’ privacy. At Recovery Partners, we can help you determine when to conduct a test and help ensure that the program is done in accordance with your company policies and the industry set rules and regulations.
Find out more about our Drug & Alcohol Testing
Our consultants love to have a chat, so go ahead and give us a call on 1300 OHS RTW (647 789) or email firstname.lastname@example.org
Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/
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