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Question 4: What do I need to consider when choosing a testing method?

 The most important consideration is what you want to achieve by the introduction of a testing process.

Choice of testing methodology must be made with regard to the potential need to defend the result in a court or tribunal.

The method chosen should support the written policy.

Consider the benefits of a third-party agency to manage your testing procedures.

 

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Alcohol and drug testing must be non-discriminatory and be related to either contract of employment or a safety issue.  Full informed consent is mandatory.  An alcohol and drug policy must not single out minority or specific groups.

Record keeping is critical to the control of confidential and private information of employees.  A designated person with your organisation, e.g. Human Resource Manager, should control access to employee records in regard to the program.  These files should be separate to normal personnel files.

 

Employee records in regard to the program should also be kept under a separate lock and key and not part of their personnel files.

 

We propose that the tester retains actual testing results unless specifically requested by the program custodian e.g. Human Resource Manager.

Frequently Asked Questions

Gives an option to risk manage potentially unsafe situations and  have cost benefits in making decisions about which samples require laboratory confirmation. Drug test results should only be seen as presumptive results and must be confirmed at an accredited laboratory.

Question 1: What are the benefits of onsite screening. (Alcohol/Drugs) ?

Question 2: What about privacy and confidentiality?

Question 3: What are the legal issues I need to consider?