Rank: New forum user 
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I am introducing a new drugs and alcohol policy into our system and have purchased a breath tester, however I am not sure as to what levels we should incorporate. I know that the drink driving limit is 35 micrograms of alcohol in 100 millilitres of breath.
Does anyone have a similar policy and if so, what levels do you use?
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Rank: Super forum user 
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Yes, we use the driving limit.
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Rank: Super forum user 
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It can depend on what the work being carried out is.
For example, on the Railways - the Standard for staff engaged in safety critical tasks, is;-
"....... managers ....... shall regard a test result for drugs or alcohol, on a member their staff ........... as being positive if it shows:
the presence of drugs for which there is no legitimate medical need for either their use or the quantity of their use
more than 29 milligrams of alcohol in 100 millilitres of blood, or
more than 13 micrograms of alcohol in 100 millilitres of breath, or
more than 39 milligrams of alcohol in 100 millilitres of urine.
"
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Rank: Forum user
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I had a meeting with a company about alcohol testing last week and the guy said it is very difficult to get past the unions or even management a limit less than 35 micrograms unless you are the railways, airlines etc. If you are manufacturing, retail etc this does seem to be the best guideline. I would love for it to be lower - zero tolerance even but then back in the real world!!!! Having spoken with the union asking them what limit they recommend they came back also with 35 so we have agreed this will be the case for our site
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Rank: Super forum user
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My company has a zero tollerance on drugs and alcohol, I do random drug and alcohol testing, as wriiten in the company policy,employees handbook, and the drug policy, 35 mg we follow
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Rank: Super forum user 
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quote=terry556]My company has a zero tolerance on drugs and alcohol, I do random drug and alcohol testing, as written in the company policy,employees handbook, and the drug policy, 35 mg we follow
That doesn't make sense? Surely at zero tolerance you should accept zero breath alcohol? The trouble with zero is false positives of course. When I worked in COMAH we used to test people in the mornings, if we had any reading they would not be allowed on site. We would then retest an hour later. If the reading went up (implying a morning tipple) they were sent home. (The idea of this was to identify peopl who had been drinking the night before) That was the idea of our nurse and a goodun I thought. Trouble with 35mg in the breath is I can blow just under that reading and still feel drunk! (I used to work in breath alcohol sensor manufacture - testing on a Friday was a great perk :)
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Rank: Super forum user 
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I am told that it is impossible for a human being to have a zero alcohol reading because the body produces small quantities of alcohol naturally. Therefore a level must be set which could be any level the organisation wishes to choose. However, it is probably better to set a realistic level which is recognised within industry or the law. The railway industry is probably a good model to go with.
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Rank: Super forum user
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We do two tests 20 mins apart, this will show wether the reading is increasing or decreasing.
The first action level that we use is the EU drink drive limit with the UK limit as the upper limit.
This supported by the correct training to managers and supervisors (Which the unions were part of) and an employee assistance program.
I have never had any problems getting this sort of program through the unions. There are people who object to the change as always and thier concerns have to be dealt with but generally no issues. I have found that my biggest issues have come from executive managament...read into that what you will...
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Rank: New forum user
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I would recommend that you use the drink drive limit; however make sure you have a well written policy that will determinate what you will do in different eventualities. You will need to include what action you will take if the person is below the drink drive limit but appears unfit to work - how do you judge that. Will they be sent hom paid / or unpaid pending investigation?
if you have a clearly set out policy and communicate this to employees you will find that it can work well. Remember if someone has a problem with drink or drugs in the first instance you need to be seen to be offering support. Do you have suitable contacts? Have you set a timeframe for retesting them - How many times will you allow them to have a positive reading before disciplinary action is taken. I have operated this in two companies now and it is a bit of a minefield but if you do it right, cover every possibility off in your policy, communicate the policy to both staff and union you will be alright. I suggest you involve HR in this as well from the start and have an amnesty period before the policy comes into effect. Also it is cruicial that you document everything, from readings, to times, to calibration records. Good luck
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