Employers often consider implementing drug tests or alcohol screening in the workplace, which can lead to situations where an employee receives a non-negative screening test result, prompting the question: What next?
It is essential for employers to ensure that workplace drug and alcohol testing is conducted in accordance with a comprehensive Drug and Alcohol policy. Employees should be well-informed about and committed to the policy’s objectives, which primarily focus on ensuring safety and wellbeing in the workplace.
Drug and Alcohol policies should establish clear cutoff values and definitions. While ‘Zero Tolerance’ is a common phrase, the policy should clarify its true meaning: if cutoff values for testing results are well-defined, ‘Zero’ indicates ‘Below cutoff or below detectable levels’.
Employers may seek guidance on the types of testing to perform, such as saliva, urine, blood, hair, or nail testing. Saliva testing typically correlates well with blood levels, while urine tests usually detect metabolites. Positive results do not necessarily confirm intoxication but rather the presence of metabolites.
Key elements of the Drug and Alcohol Policy include ensuring that non-negative results are confirmed by acceptable laboratory tests, usually Gas Chromatography and Mass Spectrometry (GCMS) for drug testing, or Confirmatory Alcohol Breathalysers for alcohol testing.
Employees with confirmed positive drug or alcohol test results should be managed in accordance with the Policy, typically involving disciplinary processes and referrals for wellness interventions. A Medical Review Officer plays a crucial role in ensuring due process, patient confidentiality, and fairness throughout the process.
