Safework Health constantly monitors the advances in science and technology as well as the policy and regulatory framework for workplace drug testing. We always do our best to educate, inform and stimulate discussion in this dynamic area.

This commentary covers our point of view on an article published by the ABC by political reporters Matthew Doran and Lucy Barbour. It is titled Greens announce plan to legalise cannabis to take it ‘out of the hands of criminals and dealers’.

On one level, very little. Given that both Australian Standards (AS/NZS4308 and AS4760) require Cannabis to be tested – specifically the psychoactive component THC (tetrahydrocannabinol).

Both standards already mandate testing for a mix of drugs such as Cocaine and Methamphetamine, which are clearly illegal. The same goes for prescription-only drugs such as Opiates and Benzodiazepines.

So any drug and alcohol policy that requires adherence to these standards would have to continue to drug test for Cannabis regardless of any change in the legality of the drug.

But what of the moral argument that companies will be testing for – and potentially penalising workers for – a drug which would be legal to consume?

Well, currently almost all companies already do this for Alcohol. It is very rare to find a company that would allow workers to consume excessive amounts of alcohol on site and still declare themselves fit for work. Most especially in a safety-sensitive environment.

But of course, we have good tools for measuring the amount of alcohol present in a person’s body. The usual method being via a handheld breath alcohol detector.

So employers and employees can determine the maximum “safe” level of alcohol intoxication depending on the role (eg zero, 0.02% or 0.05% BAC).

Short of a blood test, there is no truly accurate way of determining how much THC an individual has in their system at any given time. There is also the problem that THC and ethanol have very different characteristics in terms of their performance effects.

Small amounts of cannabis intoxication have similar results on safety tests as do much larger doses. This is true in the case of a simulated driving performance.

Subjects show substantial negative performance at very low doses. But they do not perform a great deal worse as the level of cannabis present increases.

Alcohol is very different in this regard though. An individual can display very few effects at low doses (such as 0.02% BAC). But performance gets progressively worse as their alcohol level increases.

So it’s not really a valid comparison, at least as far as the science of the drugs themselves is concerned.

Ideally, the employee will have also had a conversation with their prescribing GP, medical specialist or Pharmacist about the potential safety consequences of taking this medication. And if there is any further doubt, a company doctor or Occupational Physician can provide further input and advice.

Medical cannabis can be treated in exactly the same manner.

It seems unlikely in the short term that there will be any substantial changes to the legal status of Cannabis or any other currently illegal drugs.

Contact us today for information on how we can keep your workplace safe from cannabis use and abuse.

Hair drug tests can quickly and accurately detect the presence of a wide range of illicit and prescription drugs. For this reason, it is the preferred drug testing method for:

• Family law court or disputed child custody situations
• Return to work or proof of abstinence programs (a requirement by a regulatory body or a court diversion program)

The limitations and variations between different types of testing are often poorly understood by the end user.

This guide aims to correct some myths and provide a greater understanding of the finer detail of hair drug testing.

No. There is no Australian standard or regulation that stipulates which drugs you must test for or the cut-offs that a laboratory should use.

This means that a hair sample sent to one laboratory may show the presence of an illicit drug (perhaps at very low levels). But the same sample sent to another lab may show a “negative” result.

This is clearly a very confusing situation.

The accreditation of Safework Health guarantees that we perform tests based on the internationally accepted standard published by the Society of Hair Testing.

It is vital to ensure that your hair test has international accreditation. Especially considering the issue of legal defensibility here in Australia.

There is an increase in requests for Safework Health to provide evidence of our accreditation status and basis for result interpretation as part of the result.

Our experience indicates that the use of a local laboratory accreditation and the use of international testing guidelines are the gold standard in Australian jurisdictions.

No. Although becoming less common, a large amount of the hair tests for illicit drugs collected in Australia are tested in overseas laboratories

The main differentiators in service offerings in Australia are:

• Cost. It’s not uncommon to see quotes vary as much as 300% for a single request. Consequently, this does have a significant impact on the end user’s ability to access this type of testing. Because it typically costs hundreds of dollars per test. Safework Health has a policy of keeping pricing as low as possible. It is to ensure the greatest possible uptake of this testing method.
• Turn around time. Some clients have report delays of several months for hair drug test results. In contrast, Safework Health will routinely return results within 5-8 business days of receipt of the sample.
• Provision of an expert witness or supplementary interpretation. Safework Health provide expert comments or interpretation of results to court. Therefore, prior to any engagement of a hair test, please ascertain the ability and cost to provide this service.

Safework Health has seen a rapid growth in our hair drug testing service. Our continued investment in scientific procedures and cutting-edge equipment should see that growth continues over the foreseeable future.

Contact us today to learn more about our hair drug testing services.

Using an employer’s point of view, here are the most significant pros and cons of drug testing in the workplace.

It promotes a safer working environment

Perhaps the single biggest advantage of workplace drug testing is the fact that it promotes workplace health and safety.

After all, it is undeniable that employees who use or abuse drugs pose a safety risk in the workplace.

Reduce potential legal liability

When workplace accidents occur, employers potentially face legal liability. Especially if the accident occurred because of failure on the part of the employer to maintain a safe working environment. Without drug testing at work, there is no way for an employer to positively identify workers who pose a risk to everyone in the workplace with their drug use or abuse.

A workplace drug testing program therefore partly represents an employer’s effort to keep the environment at work safe for everyone. Drug testing in the workplace can help minimise workplace accidents, which in turn reduces the potential legal liability of employers themselves.

Workplace drug testing helps employees with drug problems

While it’s true that there are companies that immediately sack—often in accordance with their own drug and alcohol policy—an employee who fails a drug test, there are many thoughtful employers who actually give such workers a second chance. In companies with established drug and alcohol testing policies, workers with drug problems can benefit from drug tests, especially if they work for employers who are dedicated to helping them in any way they can.

Many employers help workers who test positive for drugs by helping them get into recovery or rehabilitation programs at their expense. This way, employees get a chance to get clean and be free from drug abuse, and the employers can still keep the experienced worker after completing the program without the hassle of having to hire and train a new employee for the job.

Increased safety leads to better productivity

Drug testing leads to reduced accidents, which is a pretty good indicator that a workplace has indeed a safe working environment. That can only motivate employees to become more productive, knowing that their employers are doing everything they can to keep everyone safe while at work.

Companies with a comprehensive workplace drug testing program have consistently reported an overall improvement in job performance as well as employee morale.

Accident rates drop when there’s a drug testing program in place. We have observed the same for absenteeism, tardiness, employee theft and behavioural problems.

Pre-employment drug testing can screen drug users before hiring them

Some employers see pre-employment drug testing as an unnecessary cost on their part. However, when considering the potential cost of dealing with a drug user among your staff, you quickly see the value.

At what point would you find out that a person in your company is using illicit drugs?

So if your workplace is impacted by low-performing staff and morale is low – why would your star performers stay?

Which high employee turnover, you will be forced to spend more on recruiting new workers to replace them.

A drug testing program, however, can impact employee turnover in a good way. A poll by the Society for Human Resource Management (SHRM) and the Drug and Alcohol Testing Industry Association (DATIA) revealed that 16 per cent of organisations saw their employee turnover rates drop after they had implemented a drug testing program.

Improves staff morale

Drug abuse in the workplace is often synonymous to trouble for everyone in it. When employees see that a drug testing program is being strictly implemented, it impresses upon them how committed their employer is to providing a safe working environment for everyone. That raises morale among staff, which is always a good thing for any organisation.

It helps families of drug-using employees

Many organisations implementing drug testing programs also have Employee Assistance Programs (EAP) in place. As its name suggests, an EAP aims to extend help to a troubled employee. This includes those who have tested positive for drugs. Assistance may come in the form of counselling or education programs. Some EAPs even have counselling services for family members of the employee in question.

Reduces potential workplace conflict/violence

Drug abusers tend to behave a little more aggressively, particularly those who are hooked on stimulant drugs such as ice or cocaine. With the implementation of a drug testing program, the organisation will be able to pinpoint and deal with drug abusing employees before any incidents of conflict and violence ever take place.

Deters workers from using/abusing drugs

While there is no guarantee that a drug testing program will make drug users in the workforce drop their habit altogether, the possibility of getting tested randomly is clearly a deterrent. Many people will think twice before turning to drugs or alcohol if they care about their jobs or careers.

It creates a healthier workplace

Drug abuse carries with a number of health risks. The deterrent effect of drug testing at work, combined with the education of employees on these health risks, can significantly contribute to make the workplace a healthier one.

Boosts the reputation of your organisation

A drug testing program does more than just identify drug users in the workplace. It also shows how committed an employer is to maintaining a safe and healthy workplace. That elevates an employer’s reputation not only in the eyes of his workforce, but of other organisations and the general public as well.

Reduce employee theft/fraud

Drug abusers are in constant need of money to fund their drug habit. Some resort to borrowing money from friends and family, but others turn to stealing. Some would actually steal directly from co-workers, while others commit fraud to the detriment of the employer. A drug testing program will be able to identify these drug abusers and deal with them appropriately, which can effectively reduce employee theft or fraud.

Reduce health insurance costs

As previously stated, drug abuse typically brings about a lot of health issues. Naturally, employees who abuse drugs incur higher medical costs than those who don’t. This means more frequent health insurance claims, which of course translates to higher premiums. A drug testing program can help the employer take appropriate action on drug abusers in the workforce, and that should help reduce insurance costs.

You can identify problem workers early

Workers who abuse drugs are more prone to absenteeism, tardiness and huge drops in work performance. While some employers can afford to put up with some absenteeism more easily than others, workers in their organisation, other employers could not. They will need drug testing to identify these drug abusers and problem workers, and take appropriate action.

Reduce exposure to workers’ compensation claims

When an employee suffers a work-related injury or illness, they will probably claim workers’ compensation. So you may have to cover medical costs, plus the days of work they miss because of that illness or injury. However, employees who test positively for drugs after an accident are unlikely to be able to claim workers’ compensation..

Unfair dismissal suits

Workplace drug testing is also often at the centre of unfair dismissal suits.

Workplace Drug Testing is an additional expense

For employers, the most obvious disadvantage of workplace drug testing is the cost of running such a program.

Contracting drug testing companies for the program does not come cheap, after all. Depending on the drug test method used, an employer may spend between $28 to $40 per person.

There also can be a significant time delay between an initial positive test result and the confirmation test that needs to be done by a certified lab. During this time your employee cannot work. This is one of the reasons you want to engage a drug testing company that has a network of labs. In this way they can confirm your positive test results much more quickly.

Accusations of violation of privacy

There’s also the general sense of opposition to workplace drug testing, and much of that opposition revolves around the idea that it violates employees’ right to privacy, and they can cite specific state laws that guarantee that right. When a business insists on workplace drug testing, it can sow the seeds of resentment among employees, and employee resentment often leads to reduced productivity and, therefore, lesser revenue for the business.

For employers in the transport, construction, engineering and mining industries, drug screening has long been an obvious requirement. However, the need for drug testing extends across all industries. It is an unfortunate reality that white collar are in no way exempt from drug and alcohol abuse problems.

You always want to start with a solid drug and alcohol policy. This creates the framework not just for drug testing, but also for what happens if and when an employee tests positive. Without a legally solid and complete policy your drug testing program cannot keep your company safe.

If you would like further information, please contact us today for a completely confidential discussion.

However, if they show up for work with a hangover after drinking the night before, it immediately becomes your business. After all, employees who work while hungover or intoxicated could pose a risk to the health and safety of the workplace, among other things.

So how should employers, managers and supervisors deal with an employee who shows up for work with a hangover?

Before you can actually do anything to deal with an employee with a hangover, you might want to make sure first if he or she is actually hungover from the night before. Signs that someone is suffering from a hangover include:

• Trembling/shakiness
• Sluggishness
• Difficulty concentrating
• Irritability
• Slurred speech
• Sensitivity to light and noise
• Nausea
• Trace smells of alcohol on skin and breath
• Clamminess
• Headaches

Instruct your managers and/or supervisors to be on the lookout for employees who are showing signs of being hungover.

Explain to them that if they suspect an employee to be hungover, they should confront that employee, but in a polite and casual manner. They should avoid scolding or embarrassing the employee. Instead, ask the employee straight up if he or she has a hangover.

If the employee admits to being hungover, you can make a decision to send them home for the day. After all, the ill effects of a hangover can make an employee unproductive. In cases where the hungover employee is working a safety-sensitive task, it can make them a risk to everyone in the workplace. By sending a hungover worker home, untoward incidents can be avoided.

Documenting the incident is also important if the employee admits to being hungover. That written record must be kept for future reference.

The problem, after all, could persist. The employee might show up with a hangover on a regular basis. Written records of such incidents could become critical, especially when the situation becomes worse and disciplinary action is already called for.

In most cases, employees with hangovers are often just sent home. However, when coming to work with a hangover becomes a regular occurrence, then there is a much bigger alcohol problem involved here.

Dealing with workers who show up for work hungover on a regular basis becomes a lot easier if there is a clear alcohol policy in place. If you don’t have an alcohol policy yet, create one. Make sure the policy contains details on what constitutes a violation, and clearly explain its consequences. If you want to put in a section that deals with hangover-related issues at work, it is within your right to do so. This is most especially appropriate for companies that belong to higher-risk industries such as construction and mining.

To make sure the policy is known to everyone, put in place a drug safety training program that will educate employees about it through meetings and/or seminars. By establishing a clear and fair alcohol policy that everyone is educated about, you have a legal basis and protection when dealing with those who violate its rules.

Once a workplace alcohol policy is in place, it would be in everyone’s best interest to strictly implement it. That means anyone who violates it is bound to be faces with certain consequences.

More often than not, first-time offenders are just issued a warning. However, if the same employee continues to violate the workplace alcohol policy again and again, the repercussions could be more severe, like suspension or outright dismissal. As long as the employee is aware of the policy and that it specifies coming to work hungover as a violation, an employer has every right to mete a suspension or termination, depending on the gravity of the offense.

Then again, some employers opt to be more lenient in cases like this. If they have an employee assistance program in place, they sign the employee concerned up for it in the hopes that they will make a complete turnaround and continue to be an asset to their business. After all, employee assistance programs are meant to help employees who are facing serious problems, substance abuse among them.

For some, the issue of employees showing up for work with a hangover may be somewhat of a grey area. However, for employers who are really concerned about the health and safety of their personnel, hangovers need to be taken more seriously. Hangovers may seem harmless at first, but they may eventually impact one’s productivity, and most importantly, workplace safety.

Safework Health can help you develop a comprehensive alcohol-safe workplace program for your business. Contact us today for a confidential discussion.

That’s right: Prescription drug abuse is more dangerous than illicit drug abuse. In Australia, the ice epidemic may be hogging the headlines, but according to the Australian Medical Association (AMA), prescription drug abuse is killing more people. In fact, says the AMA, prescription drug abuse is a national emergency already.

Why is prescription drug abuse more dangerous than illicit drug abuse? Listed below are 12 reasons, some of which may come as a complete surprise.

There are many kinds of prescription medication, and some of the most widely-used are opioids such as fentanyl and oxycodone. However, not too many people know that opioids are basically pharmaceutical-grade heroin legally produced in a laboratory, and that makes them as highly addictive as their illegal cousins being sold in the streets. Opioid abuse can easily become an opioid addiction, and with prescription drug addiction comes a host of other bigger problems.

The thing with prescription drugs is that they are highly regulated, and these regulations state that it would be illegal to purchase them without a doctor’s prescription. That, however, is not a problem with the Internet. Do a search for “no prescription online pharmacy”, and you’ll see a host of websites that are only too willing to sell you any prescription drug you want, without a doctor’s say-so.

What do Xanax, Oxycontin, cocaine and opium have in common? They are all listed as Schedule 8 drugs in Australia. This means they all have a high potential for abuse, and that abusing them may lead to severe physical or psychological dependence.

Many of the synthetic drugs available as prescription medication have very high potency, and this creates a high overdose risk. One such drug is Zohydro, an opioid analgesic. According to a CNN report, Zohydro is five times more potent than most prescription drugs on the market.

Earlier this year, a Victoria coroner told attendees at a medical conference in Melbourne that of the 384 overdose deaths investigated by the Victorian coroner’s court in 2014, prescription drugs are involved in 82% of those deaths. This isn’t really a surprise because, as mentioned in the previous item, many prescription drugs really do pack a potent punch.

Of the many types of prescription drugs, narcotic painkillers are the most addictive owing to their heroin-like properties. They make a person feel no pain, sedated and euphoric. Unfortunately for that person, he or she will also be experiencing nausea, vomiting, constipation, itching, slurred speech, confusion, and shallow or slow breathing. They are also prone to long-term damage to muscle tissue and other vital organs such as the heart, liver and kidneys.

Technically, all drugs could interact with other drugs. The danger of adverse interactions for prescription drugs, however, is even worse. This is to be expected, considering that the ingredients of prescription drugs are often more potent than over-the-counter (OTC) drugs. To make things worse, there are people who mix prescription drugs and alcohol, a rather dangerous combination if there ever was one.

Our very own Heath Ledger is a prime example for the deadly effects of adverse drug interactions. The Oscar-winning actor died after taking a deadly mix of oxycodone, hydrocodone, diazepam, temazepam, alprazolam and doxylamine.

This is basically driving home the earlier point that prescription drug abuse and addiction is already a national emergency. According to the United Nations 2014 World Drug Report, Australia ranks second in the use of opioids such as codeine and morphine. Given the highly addictive nature of opioids, it wouldn’t be surprising that many Aussies are already suffering from painkiller addiction.

The government’s campaign against ice is laudable, but our authorities should realise how deadly (or even deadlier) prescription drug abuse is becoming in Australia. Prescription drug abuse in Australia is a problem that needs to be addressed, since it is already proving to be worse than illicit drug abuse. Employers also need to take steps like Drug-Safe induction programs to educate their workforce on the downsides of prescription drug abuse.

Safework Health is a national provider of occupational health and safety services. We specialise in instant drug and alcohol testing, laboratory drug testing, drug and alcohol courses and policy development.

Ask us how we can help keep your workplace safe from the dangers of prescription medication.

An employee who is hooked on drugs is very likely to suffer from poor work performance. Low productivity, loss of focus, frequent absences and tardiness are common among drug-addicted workers, and this fact alone can already cost employers a lot of money.

That employee’s personal hygiene also takes a dive. Drug addicts tend to show up for work looking rather unkempt, unshaven, inappropriately dressed and with bloodshot eyes. Also worth monitoring is their behaviour, as they often manifest mood changes, irritability and excessive chattiness in some cases.

The drugs they take also make them uncooperative, argumentative and accusative, and their personal relationships often suffer because of these. In some cases, they become aggressive or violent, particularly when their drug of choice is a stimulant like cocaine or ice.

It goes without saying that drug addiction takes a major toll on one’s health. While different drugs have different effects, they all cause damage to the human one way or another. Here are some major negative effects of drug addiction on one’s health:

• Cardio-vascular problems
• Renal problems
• Liver issues
• Heightened anxiety or panic attacks
• Psychosis
• Memory or attention loss
• Severe depression
• Significant weight loss
• Sexual problems (including impotence)
• Dental damage
• Scabbing
• HIV (through sharing of needles among heroin users)

Every workplace would be better off by making an effort towards drug policy development. This policy should include a drug testing program, as it is the only way to objectively learn if an employee is a drug addict. The signs of drug addiction listed above might help, but always keep in mind that they could still be signs of problems other than drug addiction.

Dealing with drug addiction in the workplace will take some patience and finesse, especially when the employee in question has not really endangered anyone at work—yet. HR officers and office managers have to tread lightly because it could lead to certain accusations and subsequent complaints that the business does not really need.

If you suspect an employee to be a drug addict, don’t go confronting that employee on the spot with your suspicions. You need to observe the employee first, and take notes. Keep a record of that employee’s absences and tardiness, inability to meet deadlines and incidences of low productivity. If that employee gets involved in incidents like intense arguments with co-workers or anything similarly uncomfortable, write it down as well. If possible, keep your observations objective, and there should be no references to any suspicion of drug addiction in your notes.

When you feel that you’ve seen enough, talk to the employee about your notes, will come in handy as a reference point. It would be good if your talk leads to a confession about a drug problem. However, if the employee denies everything, it would then be wise to recommend a drug test, and this is where the established workplace drug policy comes into play.

This is the biggest danger of showing up at work drunk, especially when the drunk worker operates heavy machinery, drives vehicles for the company, or is assigned to any safety-sensitive position. An intoxicated person at work is highly likely to get involved in workplace accidents, and that makes them a danger to themselves and everyone else in the workplace. Without a drug safety program in place, workplace healthy and safety could be compromised.

Alcohol affects people in so many ways. Making them less inhibited is one of those effects. As such, people under the influence of alcohol are more likely to take risks not only with what they do, but also with what they say. They could get very offensive in words and in deed, which, in turn, could get them into physical altercations at work.

Alcohol impairs a person’s ability to make sound decisions and judgments. When employees show up at the office drunk and are actually allowed to get on with their jobs, the quality of the work that they do is at serious risk.

With their decision-making ability seriously impaired, employees who work while drunk could make grievous errors in their work, whether it involves numbers, design elements or simple written communications and reports.

A drunk person at work can also be a problem should he or she picks up the phone when a client calls, and proceeds to talk to the client the way you’d imagine a drunk person to talk on the phone. A business could lose clients this way, which is something employers would do their best to avoid.

Let’s assume that a drunk employee wasn’t prevented from drunkenly talking to a client, and that client got so enraged that he or she decided to terminate his or her business with that organisation. It is very likely that that very angry client will talk to other people about the reason business ties with a certain company were severed. Whatever the intention of the client talking about that incident, you can be sure that all that talk can only serve to tarnish the reputation of that very organisation. It goes without saying that a business with a ruined reputation is going to have a hard time finding new clients.

Drunkenness in the workplace should never be allowed in any way, shape, or form. That’s why every workplace should have a clear workplace drug and alcohol policy in place so that any problem that stems out of a worker’s drunkenness can be dealt with swiftly and effectively.

To be clear, handling cases like this at work is harder than it seems. After all, once an instance of being under the influence of alcohol is reported to management, you are essentially helping put the job of your colleague—who could be a friend—in jeopardy, especially when the company has a clear-cut workplace drug and alcohol policy in place.

Then again, things could get worse by not doing anything about it. A drunk colleague could end up harming someone else at work, and that will be on you because you just stood idly by and let a colleague impaired by alcohol go about his or her duties.

Before you do anything, make sure your colleague is indeed drunk.

Fortunately, the signs that a person is drunk are quite easy to spot. Slurred or rambling speech, glassy or red eyes, stumbling, and the smell of alcohol on their breath all point to intoxication. If you’re friends with your colleague, you might want to talk to him or her about it, but the best way to go about it is to refer the matter directly to Human Resources, who are presumably more equipped to handle cases of drunkenness at work.

Typically, HR officers go for a disciplinary response, especially when there has always been a drug and alcohol testing program in place.

More often than not, workers found to be drunk at work are reprimanded, suspended, or in the case of workers in safety-sensitive jobs, summarily sacked. However, many HR officers actually give a more compassionate response a try. They sit the concerned employee down, and speak to them alone, usually opening with a question asking them how they are. To make themselves clear, they will tell the worker that there are some concerns, and that’s why they are asking about things. Usually, they have observable data in hand, such as work errors and attendance records that prove absenteeism.

If the worker admits to having a drinking problem, management can offer help such as counselling, or even the chance to take a sick leave to recover or get a doctor’s appointment. On the other hand, if the employee goes the denial route, HR officers can opt to recommend an alcohol test, especially when there is reasonable suspicion that the employee is under the influence at work. If a workplace drug and alcohol policy is in place, an employee will be dealt with in accordance with that policy if and when the alcohol test returns a positive result.

Alcoholism in the workplace is an issue of grave concern, as alcohol is proving to be even more dangerous than illegal drugs. Far too many workplace accidents have been caused by drunkenness. It should be dealt with immediately, because the consequences of not facing it could be much, much worse.

Safework Health has helped thousands of businesses across Australia protect their workplace from drug and alcohol abuse and misuse.

Contact us today to find out how we can support your business.

More often than not, prescription medications are obtained legally. A patient may have a medical condition, and attending physicians have an obligation to prescribe medication that will alleviate symptoms such as pain. The problem with pain relievers, especially the powerful ones, is that most, if not all of them are opioids which can be a hazard in the workplace.

To alleviate pain, opioids interact with pain receptors located in the brain and spinal cord. However, while opioids are effective painkillers, they come with side effects that could put people in the workplace in danger, particularly if the employee concerned is tasked with driving a vehicle or working around machinery. The more common side effects of opioids include drowsiness, dizziness, and nausea. Apart from opioid painkillers, other commonly prescribed medications with side effects that could impair a worker’s ability to concentrate include antibiotics and antidepressants.

Then again, not all people who take prescription medications do so to relieve symptoms. Prescription medication abuse is one of the fastest growing drug problems in the world, and it’s highly likely to be a growing problem in the workplace as well.

As previously stated, dealing with prescription medication use or abuse in the workplace can prove to be really tough simply because traditional drug testing does not really test for prescription drugs. A typical drug test is limited to detecting marijuana, amphetamines, phencyclidine, cocaine, and opiates. Prescriptions opioids like hydrocodone, oxycodone, and hydromorphone as well as antidepressants like benzodiazepines are not detected by regular drug tests, and therein lies the problem for many employers.

For employers, the best-case scenario when it comes to addressing a prescription medication issue in the workplace is for employees to voluntarily disclose their medical condition and the prescription medications that go with it. This way, an employer can make personnel decisions around it, like transferring the employee concerned to another post that is not safety sensitive. Addressing this issue, however, can still prove to be a minefield, as employees who use prescription medications might raise privacy issues. That’s why it is absolutely necessary for an employer to consult their human resources professional and/or legal counsel before doing anything.

Typically, HR officers go for a disciplinary response, especially when there has always been a drug safety program in place. More often than not, workers found to be drunk at work are reprimanded, suspended, or in the case of workers in safety-sensitive jobs, summarily sacked. However, many HR officers actually give a more compassionate response a try. They sit the concerned employee down, and speak to them alone, usually opening with a question asking them how they are. To make themselves clear, they will tell the worker that there are some concerns, and that’s why they are asking about things. Usually, they have observable data in hand, such as work errors and attendance records that prove absenteeism.

If the worker admits to having a drinking problem, management can offer help such as counselling, or even the chance to take a sick leave to recover or get a doctor’s appointment. On the other hand, if the employee goes the denial route, HR officers can opt to recommend an alcohol test, especially when there is reasonable suspicion that the employee is under the influence at work. If a workplace drug and alcohol policy is in place, an employee will be dealt with in accordance with that policy if and when the alcohol test returns a positive result.

Alcoholism in the workplace is an issue of grave concern, as alcohol is proving to be even more dangerous than illegal drugs. Far too many workplace accidents have been caused by drunkenness. It should be dealt with immediately, because the consequences of not facing it could be much, much worse.