There’s a common misconception in workplace drug and alcohol management that any employee who tests positive for drugs or alcohol should be immediately terminated. While this may seem like a straightforward response, the reality is often far more nuanced. In fact, in many cases where people fail tests, they’re not shown the door; instead they’re shown support and given the opportunity to turn things around.
The reality of workplace drug and alcohol management
Most comprehensive workplace drug and alcohol management policies are designed with the dual goals of protecting the safety of all employees and offering support to those struggling with substance abuse.
What this means is that in industries where the safety risk isn’t extreme, immediate termination is usually not the primary response to a positive drug or alcohol test. Instead, these policies aim to identify the root causes of substance use and help employees return to safe, productive work environments through counseling, rehabilitation and ongoing support.
High-risk vs. lower-risk industries
It’s important to note there is a significant difference between high-risk and lower risk industries when it comes to managing positive drug or alcohol test results.
In high-risk sectors, where safety is critical, immediate termination may indeed be necessary for employees whose actions could endanger others. For example, the bus or train driver who got you to work this morning, the pilot of the next flight you take, the mine worker who sets the explosives or the truck driver on a busy road.
In many workplaces, however, particularly in less safety-critical environments, employers take a more lenient approach. They often turn to a range of options to help the employee overcome their challenges. Termination may still occur in these industries but is reserved for situations where repeated infractions occur, or when an employee refuses to take part in support and rehabilitation efforts.
Case study: A positive test result and its consequences
To better illustrate how many workplace drug and alcohol management policies typically play out, let’s consider a mock case study.
James works on the shop floor of a manufacturing plant. During a routine workplace drug test, James tests positive for cannabis. His employer, following their drug and alcohol management policy, meets with James to discuss the results and to offer him an opportunity to explain. James admits to using cannabis occasionally and assures his employer that he would never deliberately come to work when he knew he was under the influence.
Following the workplace’s drug and alcohol management policy, which focuses on rehabilitation more than punitive measures, James isn’t terminated. Instead, the employer refers James to the workplace’s Employee Assistance Program or EAP.
As part of the EAP, James is offered counseling sessions to address any underlying issues that may have contributed to his drug use. He is also educated about the risks of drug use, particularly how it can impair decision-making and increase the risk of accidents. The employer works closely with James to ensure that his work environment supports his rehabilitation.
Following James’s participation in the EAP, he is required to undergo regular drug and alcohol testing for the next six months to ensure he is adhering to the company’s drug and alcohol management policy. James continues to perform well in his role and all his tests return negative results.
This mock case study presents a success story, but not all cases will turn out like this. In some cases, people will refuse to take part in support, counselling and rehabilitation. Others will participate, but still put themselves at risk by continuing to attend work under the influence of drugs or alcohol. In these cases, most employers will have eventually no choice but to proceed with termination to ensure the integrity of its workplace safety and compliance standards. It’s a last resort, but it sometimes must be used.
Key takeaways
This mock case study demonstrates that immediate termination is quite often not the first option when an employee tests positive for drugs or alcohol, especially in lower-risk industries. Most employers understand that substance use can stem from complex issues and are willing to invest in the wellbeing of their employees by offering support, counseling and rehabilitation services.
However, there are cases where termination is necessary, particularly in high-risk industries and in lower-risk industries where support programs don’t provide the intended outcomes.
The importance of a comprehensive drug and alcohol management policy
Ultimately, the way an employer responds to a positive drug or alcohol test depends on the specific drug and alcohol management policy they have in place. In many industries, a policy will balance safety concerns with compassion, offering support to employees while maintaining a commitment to a drug-free workplace.
If you are an employer or a manager, does your workplace have a drug and alcohol management policy? Is your policy comprehensive enough to deal with negative drug testing results and support employees with issues? How long is it since you reviewed your policy?
Having a robust drug and alcohol management policy is essential for nearly every Australian business. Without one, you risk legal, moral and financial repercussions, especially if an employee is involved in an incident where drugs or alcohol are a factor.
Integrity Sampling can support you in developing a comprehensive drug and alcohol policy for your workplace. We can assist with all aspects of policy and procedure development and employee education. In addition, we can provide workplace drug and alcohol testing to ensure a safer environment for everyone.
Contact Integrity Sampling to develop a drug and alcohol management policy that meets the unique needs of your workplace.
Note: See some of the other common myths about workplace drug and alcohol management in our recent post.
FEATURED IMAGE CAPTION:
High-risk roles, like pilots or truck drivers, may require termination for positive drug tests. But for others, rehabilitation and support are key.
