To ensure the maintenance of this policy, all workers may be subject to random drug and alcohol testing or when there is “reasonable cause to suspect”.
Drug testing will be required where, by way of observation or other reasonable method including disclosure, a worker’s behaviour or work performance indicates the person is under the influence of drugs or alcohol.
The introduction of the Drug and Alcohol Testing Programme is about altering behaviour and raising drug and alcohol awareness, to create a safer work environment.
The programme is not intended to create a work environment which is harsh, unjust or unfair. However, due to the importance of ensuring safety in the workplace, workers who breach the drug and alcohol policy may be disciplined.
At all times during the implementation of the drug and alcohol testing process, management and staff will conduct themselves in a courteous manner toward workers and will respect the worker’s rights. Any member of management who acts without reasonable cause, or who behaves overzealously in the implementation of these procedures will be subject to disciplinary action.
The method of investigation is as follows:
- An observation must be made, or information given, which indicates that the worker has behaved in a way that indicates a breach of this policy and/or which may put themselves and other workers at risk of their health and safety.
- The worker will be asked to explain their behaviour. If no reasonable or satisfactory response is given, the worker may be asked to undergo an examination at the local medical centre or other independent testing company or organisation, to ascertain whether they are under the influence of alcohol or drugs.
- The worker may also be asked to go home until the end of the day or shift.
- On the worker’s return to work and following receipt of the results of any tests, the Managing Director will interview the worker. The worker has a right to have a witness present.
- Allegations may be made to the worker and the worker will be asked to respond. Depending on the response, further investigations may take place to assist %The_Company% in determining the facts and/or appropriate disciplinary action to be taken.
- A worker who refuses to undergo testing will be regarded in the same manner as a failed/positive test and may find it difficult to provide evidence to disprove an allegation that they have breached this policy.
- In the absence of medical evidence to disprove an allegation, %The_Company% will make any decision it feels is reasonable and justified, considering observation, witness statements and any other sources of evidence which are relevant to the investigation.
All reasonable efforts will be made to ensure confidentiality regarding personal information about workers.