The DTC fully understand employers who are reluctant to do comprehensive drug screening tests on the basis that they are unsure as to how many of their staff would be affected and thus potentially lose if they fail the test.
The DTC want to put you at ease and work with you to develop a policy/program that is intended to educated and rehabilitate your employees so that you remain compliant with your Health and Safety obligations as well as maintaining your work force.
Before the implementation of the Policy, The DTC is available to visit your site to speak with your team and explain to them the process and the key points of the Policy and requirements.This approach will allow the team to fully understand and ask us questions as to the way ahead. It will also remove your company from the face of the testing.Our educational material will leave your team in no doubt as to the steps ahead.This approach is non-confrontational – we all work together to understand the effects of drugs and alcohol in the work place and the dangerous consequences that employees under the influence can have on themselves and others.
Spread your testing out – so for example, instead of doing 10 a month on the 1 day, do 2-3 a week.This approach will mitigate any issues with multiple employees returning a non-negative result at the same time. This means you will minimise any effect on your company moving forward.
Having a robust discretion system in place when determining whether you want to attempt to rehabilitate the employee.
For eg you could:
– Seek an explanation as to why they returned a non-negative result
– Stand the employee down for a specific period of time (2 days or until such time as he/she is no longer impaired)
– Inform the employee that they are required to undergo a test before returning to work at their cost. However, if the employee passes, they can be reimbursed for that cost.
– Implement a rehabilitation program as per The DTC Policy and disciplinary guidelines.This approach will give the employee every opportunity to get clean and return to work. Showing that you are a fair and reasonable employer together with fulfilling the company’s obligation under the H&S Act.
If the employee fails again, you may want to consider whether you really want to keep an employee who continues to put himself and others at risk not to mention the reputational risks to the company.
We’re not about “catching” anyone out. We’re about working with all parties to ensure everyone goes home safe to their families/friends.