Broderick

• Alcohol and other drug use is a major problem in Australian workplaces costing more than A$4 billion a year.
• While testing is legal to ensure the health and safety of workers, companies must have explicit policies telling employees their objectives and the consequences of being drug affected at work.

How should testing be conducted?

• Read more:
  Helping drug users get back to work, not random drug testing, should be our priority

  Testing usually involves breath tests for alcohol, similar to police roadside testing of drivers, or urine or saliva tests for other drugs.

• Current standards require positive tests to undergo further testing in a laboratory to confirm the result.

Alcohol testing is an effective way to detect someone who is unfit for work because they are intoxicated. The test involves measuring alcohol in the blood stream and correlating this with impairment.

Even workplace testing is not foolproof

• The problem with testing for illicit and pharmaceutical drugs is that these tests don’t necessarily indicate intoxication.
• Under its terms of reference, the inquiry is considering whether testing may be improved to ensure due process and natural justice occurs in workplaces with these users.

Is there evidence to support workplace drug testing?

• Drug testing is considered quite invasive so it needs strong evidence to justify its use.
• The highest quality evidence shows testing doesn’t reduce overall alcohol or other drug use.

What makes good alcohol and other drug policy?

• So there needs to be a broader consideration of “fitness for work” than just alcohol and other drug intoxication.
• A good alcohol and other drug policy reduces the damaging effect of usage, fatigue, stress and mental health issues by creating a healthy workplace culture where:

wellbeing is valued and supported
workers receive early education and support
managers and team leaders are trained to identify workers at risk
clear referral options such as an identified employee assistance program (EAP) provider are available
there are return to work options for workers who have been impaired
there are clear expectations about what is and what is not acceptable to ensure fitness for work.
Workplaces with effective drug and alcohol policies have happier, healthier and more productive staff and reduced absenteeism. If you are worried about your own or someone else’s alcohol or other drug use, contact the National Alcohol and other Drug Hotline on 1800 250 015 for free, confidential advice.

• Nicole Lee is CEO at Hello Sunday Morning and also works as a consultant in the alcohol and other drug sector and a psychologist in private practice.
• She has previously been awarded funding by Australian and state governments, NHMRC and other bodies for evaluation and research into alcohol and other drug prevention and treatment.