FAQ's for Workplace Services

Q. What must be in place before I can start drug testing?

A. Communication is the key. You will need to involve all relevant parties within your organisation from the start. A drug & alcohol policy is the cornerstone of tackling substance misuse. This must be clearly communicated and everyone must ‘buy in’ to it. It is critical that you involve your unions from the outset and you may need to put in place a consultation period which could involve changes to terms and conditions. If you do not have a policy, talk to Altrix about our services in this area.

Remember also that training and education can be a very effective tool. Employees are able to make more informed and sensible decisions when they understand how substance misuse affects the body, mind and therefore performance at work.

When all this is in place, you can consider your options for drug & alcohol testing.


Q. Is it true that I can commence screening straight away as part of a pre-employment vetting and screening process?

A. Yes, you do not need a drug & alcohol policy in place to screen prospective employees, although you will need their consent. This is a great way to familiarise yourself with drug testing technology whilst developing and refining your internal policies. Pre-employment screening can help you ensure you are not bringing anyone into the working environment that might bring with them a substance misuse problem.


Q. Is testing for drugs the same as testing for alcohol, in that there is an agreed level over which a result is a positive?

A. No, there has, to date, been no research or scientific evidence showing a ‘level of impairment’ of individual drugs. Also, you should remember that you are screening for illegal substances. Laboratory drug testing has in place established and agreed cut-off levels which eliminate things such as passive exposure. Any confirmed result over and above these cut-off levels would constitute a positive result. One thing to bear in mind is that you should only screen to help you try and establish ‘fitness for work’ not historical drug use.


Q. What instances can I test for drugs or alcohol?

A. You do not have to have a drug & alcohol policy in place to screen as part of the pre-employment process. However, all other instances you will need to ensure your policy provides for the appropriate testing. You can screen employees:

	After an incident
	If there is suspicion
	As part of annual medicals.
	To monitor a rehabilitation programme
	On promotion or transfer
	Randomly

Q. Why are two samples usually collected?

A. Two samples are collected at exactly the same time to ensure that the results from both samples will be identical. The first sample (A) is used to carry out the testing and the second (B) sample on any positive tests is placed in storage for 1 year. This sample is for evidential purposes in case the result is ever contested and can be tested by an independent laboratory if required.


Q. Cannabis is being used increasingly as a recreational drug and is legal in some countries. Will I be infringing on my employees Human Rights if I detect Cannabis, which they have used in their own time?

A. Intercept^® testing using oral fluid has extremely specific detection windows. Most drugs including Cannabis are only detected for a maximum of 48-72 hours. This ensures that any drugs detected are likely to have been consumed very recently and may be associated with impairment. In other methods of testing this type of drug can be detected for much longer and this could indeed cause concern with regard to Human Rights.