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Posted By Joanne E Price
I work in an engineering / welding company and have concerns with regard to the presence of drugs & alcohol in employees systems whilst at work which may affect their, and their colleagues, safety.
The H&S policy states that random testing may be used. I wondered if anyone could recommend a company, or product, that could be used for this.
Thanks
Joanne
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Posted By Frank Cooper I went to a presentation on this subject recently at the IOSH North Branch. Try Nemesis Scientific Ltd. Website: www.nemesis-scientific.co.ukor call Neil James 01924 251000 Mobile 07748 105498 Hope this helps, Frank Cooper
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Posted By Zoe Barnett
Before you do introduce the tests think very carefully about the following issues:
Human Rights implications (especially with regard to searching property)
What you are going to do if you actually find someone has been using drugs
The possibility that staff with a drugs problem may switch to other substances if they know that these are less likely to be detected (eg go from cannabis to solvents) - thus leading to issues of dual dependency
What you will do if a senior person is identified, and how this will be reflected in your succession planning
What your stance will be on people who may be taking prescription medicines containing alcohol or other detectable substances
How you will deal with the issue of people who are living with drug users but are not users themselves
How you will handle false positives
How you will get the staff and Unions on side.
Sorry to sound such a note of doom but this is a minefield!
Z
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Posted By Roy Brereton
I am in full agreement with Zoe on this one. When I unwittingly arranged for medicals for some staff re confined space training the 'skeletons' really came out of the cupboard. The upshot was nearly a discrimination case so beware, as stated it is a minefield.
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Posted By Martin Mulholland
My advice would be to contact Mike Atkinson at Grendonstar (www.grendonstar.co.uk/).
Hope this helps.
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Posted By Lorraine Lee It depends how it's done. If it is used primarily as a proactive measuring tool it can be a successful deterrant to employee substance abuse and an effective tool in helping employers identify staff in need of support. The stats are too scary to ignore the issue and a growing amount of companies are introducing this not just to existing employees but also at the pre-employment stage. There is enormous liability when a company does nothing or does the wrong thing in the face of evidence of drug abuse. Technology has moved on from invasive techniques (although this is open to personal opinion), and hair and saliva samples can detect most drug groups The initial policy is the crucial factor. Check out www.tricho-tech.co.uk
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Posted By John Murgatroyd
The best thing to do with "random" drug tests is to take a few pain killers before.
Ibuprofen causes false positives, as does codeine.
well known, and a cause of great hilarity.
See below for others...and there are LOADS more that do the same...
In drug testing, a false positive is defined as a drug free sample falsely being reported as showing positive for drugs. This can occur for a number of reasons including: improper laboratory procedure, mixing up samples, incorrect paperwork and passive inhalation. But the most common cause of drug testing false positives are cross reactants. A cross reactant is a substance which because of its similar chemical structure to a drug or its metabolite can cause a false positive result.
Ibuprofen
Ibuprofen is a common pain reliever and anti-inflammatory which even in low doses used can cause a false positive for marijuana/cannabis on the EMIT test. The EMIT has been changed to use a different enzyme to eliminate these drug test false positives. But recent evidence suggests that Ibuprofen taken in very high doses, along with other anti-inflammatories such as Naproxen will still interfere with the EMIT test.
Decongestants and Cold Remedies
Phenylpropanolamine and ephedrine are both substances found in many over-the-counter cold remedies. They can result in a drug test false positive for amphetamines on the EMIT test. Antitussives, to suppress coughs, such as dextromethorphan and perylamine may cause a drug test false positive for opiates.
Anti-depressants
Aside from when this class of drugs is specifically tested for, some of them including amitriptyline can test positive for opiates for up to three days after use. Even quinine in tonic water can also cause a positive result for opiates.
Poppy Seeds
Poppy seeds which are usually found on bread contain traces of morphine and can lead to positives for opiates. Codeine, which is found in many pain relievers, may cause a false positive for morphine or heroin because of its similar chemical structure.
Antibiotics
Certain newly developed antibiotics including amoxicillin and ampicillin have been reported to cause false positives for cocaine.
DHEA
This treatment developed for use by AIDS patients will cause a false positive for anabolic steroid use.
Benzodiazepines
Diazepam may cause a false positive for PCP.
Enzymes
A small fraction of the population excrete large amounts of certain enzymes in their urine which may produce a positive drug test. The enzymes in question are endogenous lysozyme and malate dehydrogenate, which according to research may run as high as 10% of positive samples.
Melanin
Melanin is the pigment which protects skin and hair from UV light. It is also very similar in chemical structure to THC (Tetrahydrocannabinol, the active component in cannabis) and some data exists claiming it causes false positives for cannabis.
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Posted By Robert.
I see that there is a mention of "abuse" from Lorraine
Surely it isn't in an employers remit to decide.
Binge drinking is abuse but alcoholism is an illness. Many alcoholics are capable of carrying out their work safely but don't carry abottle of Vodka in their lunch box!
Is this thread about being under the influence whilst at work
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Posted By Joanne E Price
Yes, the thread relates to being under the influence of drugs and/or alcohol whilst at work.
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Posted By Jayne Dunn
I work within the rail industry which has had a drugs and alcohol policy for years (10+).
Its my opinion that so long as you have a clear D&A policy that states what the company expects from its employees (i.e. no alcohol/drugs consumed at work etc) and that you brief these requirements to staff (or make it part of their T&C's) then it works well.
You can get over the issue of prescribed/over the counter medicine by having a mechanism for reporting to line management. Some may say that this is in conflict with Human Rights but should an employer not be aware of its employees medical conditions if it poses a risk i.e. taking medication which causes drowsiness?
Certain drugs such as Ibuprofen do show up in D&A tests but before you are tested the nurse will ask what medication (including the amount) you have taken in the past two weeks - the result will only be negative if the level is concurrent with the medication declared.
I have to arrange unannounced screenings every year and have never had any problems, but thats mainly because people are aware of the rules and sign up to them when they are new starters.
I have a couple of companies that we use for D&A testing - if you would like their details send me an email.
Jayne
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Posted By John Murgatroyd
Ah, is this the same rail industry that dismissed 5 workers for drinking at work ?
Even though their own testing showed that none of the 5 men had any alcohol in their bodies ?
Evidence of drinking was empty cans of beer.....
I'm TOTALLY in favour of random drink and drug tests....especially in management workers...and directors.
Since "wine bars" and pubs are full of suits at lunchtime, I doubt that there will be any managers employed at all soon.
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Posted By Andrew Perrett
Joanne.
Clearly there are benefits for a testing process. It is generally argued that the benefits of an intoxicant free workplace include increased safety, efficiency, reduced absenteeism, and reduced managerial conflict.
The disadvantages of a testing process can be the damage to worker/ managerial relationships, perceived invasive procedures and possible loss of good staff.
I agree with Lorraine; I believe the disadvantages can be overcome through open and transparent processes to introduce the procedure, particularly if the staff is engaged at an early stage and party to the policy.
However, whilst alcohol testing processes are generally sound, the testing for drugs is not infallible, well illustrated by Johns (strangely extensive!) knowledge of the false readings given by prescribed drugs. This however misses the point that this is about impairment not the quantities consumed.
Identify any causes; does the workplace contribute to the abuse, (excessive workloads, repetitive work processes etc). Provide suitable information, instruction and training and engender a workplace where the alleged abuse can be reported and support offered/given, as opposed to being forceful and driving the issue ‘underground’.
If the tests are then seen as being party to a supportive, not punitive, process, and any tests are co-oberated by evidence of impairment, you will be better placed to deal with any persistent failings of the Company Policy.
I would suggest the Joseph Rowntree Foundation site referred to by John is well worth a thorough read, particularly the key findings of the Independent Inquiry into Drug Testing at Work, and that you also visit the TUC website.
Andrew
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Posted By Robert.
Referring to recent John Mgtd posting.
Is this why Rover failed after negotiations took place after a heavy session!!!!!!!!
One rule for one etc etc
Then 6000 sacked because of it
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Posted By Jim Gill Bit of a minefield, but here's what has been posted elsewhere on a site for Rope Access: http://www.rigg-access.c...Article.asp?ArticleID=52There are problems with this, no matter how tactful you are, but better to weed it out than to leave for someone else to deal with after something goes wrong.
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