Companies should only worry about drug testing as a last resort, according to Nicholas Barry, a certified alcohol and drug counsellor from New Brunswick. And even then it’s not an accurate measure.
“A drug test cannot test for impairment, (nor can it test for) how or when the drugs entered the system,” he said. “It can be costly and potentially embarrassing for the employee.” Instead, invest that drug-testing money elsewhere. Barry offers a five-step approach as an alternative to drug testing.
1. Have a clear written, comprehensive policy: This is an important first step. “In order for managers to do a good job, they have to refer to a policy,” said Barry. “Without a policy managers won’t have anything to follow.” This includes where a company stands on drug testing and what will happen if the policy is violated. A concise policy lets all employees know there is a commitment to a drug-free workplace.
2. Invest in manager training: Train managers to base decisions on performance. Managers should be educated about the different drugs available and on ways of detecting them through on-the-job behaviour and performance. They must understand the company’s policy in order to educate others. Managers are not to diagnose or treat an employee’s addiction problems; they should only offer support and help the employee get treatment.
3. Educate employees: All employees must know and understand a company’s policy. This minimizes any paranoia they might have and communication is key to dispelling company rumours. Employees should also know where to go for help. “If employees know the policy, if they’re educated...it’s like a well-oiled machine. Drug testing won’t take the place of that. It’s good for every problem, not just drugs and alcohol,” Barry said.
4. Employee assistance: An employee assistance program may consist of confidential, short- and long-term counselling, among other things — an EAP provider may offer other options. However, no EAP can make up for poor supervision.
5. Drug testing: Remember this is the last step, ask yourself, “Do you really need it?” Some companies have to do it because of the work they do, for example, the trucking business. If drug testing is necessary, points for consideration should be: Who will you test? When will you test (random, post-accident, suspicion)? What drugs will you test for? What will happen if an employee tests positive? A lawyer should be consulted to look over the policy and make changes accordingly. Although, if all the other steps are in place employers won’t have to rely on drug testing.
“A drug test cannot test for impairment, (nor can it test for) how or when the drugs entered the system,” he said. “It can be costly and potentially embarrassing for the employee.” Instead, invest that drug-testing money elsewhere. Barry offers a five-step approach as an alternative to drug testing.
1. Have a clear written, comprehensive policy: This is an important first step. “In order for managers to do a good job, they have to refer to a policy,” said Barry. “Without a policy managers won’t have anything to follow.” This includes where a company stands on drug testing and what will happen if the policy is violated. A concise policy lets all employees know there is a commitment to a drug-free workplace.
2. Invest in manager training: Train managers to base decisions on performance. Managers should be educated about the different drugs available and on ways of detecting them through on-the-job behaviour and performance. They must understand the company’s policy in order to educate others. Managers are not to diagnose or treat an employee’s addiction problems; they should only offer support and help the employee get treatment.
3. Educate employees: All employees must know and understand a company’s policy. This minimizes any paranoia they might have and communication is key to dispelling company rumours. Employees should also know where to go for help. “If employees know the policy, if they’re educated...it’s like a well-oiled machine. Drug testing won’t take the place of that. It’s good for every problem, not just drugs and alcohol,” Barry said.
4. Employee assistance: An employee assistance program may consist of confidential, short- and long-term counselling, among other things — an EAP provider may offer other options. However, no EAP can make up for poor supervision.
5. Drug testing: Remember this is the last step, ask yourself, “Do you really need it?” Some companies have to do it because of the work they do, for example, the trucking business. If drug testing is necessary, points for consideration should be: Who will you test? When will you test (random, post-accident, suspicion)? What drugs will you test for? What will happen if an employee tests positive? A lawyer should be consulted to look over the policy and make changes accordingly. Although, if all the other steps are in place employers won’t have to rely on drug testing.
