When it comes to workplace impairment or drugs and alcohol management policy is key, not only will it inform employees what is expected of them but it will define how the organisation will behave. It will also act as a means of demonstrating to customers (a common requirement of tenders) and regulatory body’s the approach taken towards workplace drugs and alcohol management.
First and most important a policy should not be considered a punitive tool, instead companies should look to develop a policy that is inclusive and works with staff. It should offer staff routes for self-referral and support. At OdiliaClark the approach is one of education, we believe that staff do not want to perform their roles under the influence of a substance.
Some key points that should be considered in the policy…
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PROUDLY WORKING ALONGSIDE
We can work with you to work with the Union, working to show testing should be about the safety of their members, not penalising the members.
Let the workforce know what's coming, train the managers to handle questions, give staff some time to find help if needed.
An active policy not only creates a safer workplace but can reduce absenteeism and presenteeism and make for a healthier workforce.
I'd like to thank OdiliaClark for the support of the recent weeks with the provision of advice, training and enabling Gemini Rail Group to introduce a robust self-sufficient solution into Drugs and Alcohol testing. The education class enabled the team to flawlessly execute our winter schedule of random testing.
Rob Mackay | Gemini Rail Group
We had an issue with some of our apprentices as they were coming in to work. We worked with OdiliaClark to develop the policy and company approach towards drugs and alcohol management, we then informed the staff of the new working requirements and held an amnesty period during which the OdiliaClark team rolled out education across the business. We then agreed a testing schedule which was has been smoothly executed. A very positive experience.
Health and Safety Manager | Engineering Sector, Manufacturing
The sector knowledge and experience of the team at OdiliaClark enables them to identify the right solutions for our operating profile. We have the right solutions in place and a high level of confidence in the testing and results.
John | Business Jet COO
These systems provide us with results which tell us a person is fit for work and able to work safely at the time of testing. Which ultimately means less lost in terms of productivity and minimises the disruption which can be experienced with urine testing
Pam | Construction, Civil Structures
We understand you may have questions, please read our FAQ below, For any further requests or support send us your questions to info@odiliaclark.com and one of our team will be in touch.
You can chat to us using the live chat below or email info@odiliaclark.com with any questions.
A list of all personnel on site on the day of testing will be generated prior to the Testing Associate arriving on site. This list will be provided to the Testing Associate from the Testing Agency who will randomly select the appropriate number of individuals.
Yes, they will be asked by the Testing Associate if they agree to be tested. The Donor must provide written consent. The employee should be made aware that a refusal to be tested will be regarded as an unreasonable response and treated as a positive test result which may lead to disciplinary action up to and including dismissal.
Testing should be viewed as a safety net working in conjunction with support programmes to ensure employees and the organisation are protected.
Most medications are safe to take but any medication either prescribed or over the counter medication has the potential to cause side effects which could affect yours and others safety in the workplace. You should advise your GP/Pharmacist of your job role and/or operating plant and equipment or operating in a potentially dangerous environment. The GP/Pharmacist can then decide whether it is appropriate for you to work normally or recommend alternative arrangements. If you are experiencing side effects such as drowsiness, fatigue or adverse effects to your balance and you work in a safety-critical role or drive for business you should let your line manager know. They may take advice from Occupational Health to ensure it is safe for you to continue to undertake your current duties or find out if a temporary amendment to duties is required.
Yes. Any support will be conditional upon you accepting professional help and adhering to an agreed support programme. Recovering from a substance abuse issue can be a lifelong journey and you should have no problem with being tested regularly. Attending work whilst under the influence of either drugs or alcohol is not acceptable and will be considered as gross misconduct and may lead to disciplinary action up to and including dismissal.
Yes. Alcohol can stay in your system for a significant period. Alcohol metabolises at different rates and is dependent upon various factors including an individual’s build, health and any other medications they may be taking. It is your responsibility to report for work unimpaired by alcohol or drugs or their effects.
Many factors determine how long drugs remain present in the body. Some drugs, including cannabis, can be detected weeks after consumption and therefore unannounced, random screening may lead to a positive result. It should be noted that many recreational drugs are illegal and there is a significant risk of prosecution if such substances are consumed whilst at work.
Yes. You will be asked about any medications you are taking if the test leads to a non-negative result. All non-negative results will require further laboratory analysis. The Testing Associate will ensure that all information about your medication is noted with the sample. Taking more than the prescribed amount can affect performance and may be regarded as misuse or abuse.
If you take the medication responsibly, and have discussed it with your line manager if in any doubt, then a non-negative test should not be a concern for those medications. Modern testing equipment can detect low levels of drugs, and the laboratory process is part of separating out what is acceptable intake of medication and what is not.
This should be defined within the organisation’s drugs and alcohol policy, however, you may be stood-down if your role or the activities you perform are classified as safety critical.
In these circumstances, it will be regarded as gross misconduct and you will be suspended from duty immediately and liable to disciplinary action up to and including dismissal.
A process known as ‘chain of custody’ applies. This ensures that two samples (Sample A and Sample B) are clearly labelled and sealed in tamper-proof tubes and envelopes in front of the Donor. It provides an audit trail for the sample sent for analysis to safeguard its identity and integrity from collection through to reporting of the test results. The process is auditable to ensure compliance and that a defensible report is produced. Sample A will be tested to verify positive/negative result from the on-site testing. The laboratory will hold your sample B for up to four months in case of dispute or if you wish to organise an independent analysis of your sample at your own cost.
