Are you testing for drugs, or for alcohol?

Positive results ruled inadmissible in Vancouver arbitration case
By John Dujay
|Canadian HR Reporter|Last Updated: 04/11/2019
Vancouver Drydock
An employee for Vancouver Drydock, a shipyard of Seaspan, was improperly tested for both al-cohol and drug impairment, according to an arbitrator. Credit: Google Street View

A Vancouver employer recently found out the hard way that testing an employee for drug impairment on top of alcohol impairment — without a reasonable cause to do so — is not allowed.

A Vancouver Drydock employee reported for work as a labourer on March 13, 2017, and three co-workers immediately detected the smell of alcohol on the worker, identified as “C.L.”

He was told during a meeting that he must take a breathalyzer test for alcohol and submit to a urine test for drugs. C.L. was advised if he didn’t take the test, he would be fired.