The prevalence of drugs and alcohol in the workplace can have a major impact on your reputation and productivity as a company. Over a 1 year period, more than 20% of employees in the United Kingdom turned up to work coming down from the effects of drugs, and over 45% came to work either with a hangover or from the effects of alcohol (Global Drug Survey, 2014).
Not only can this affect employee performance within the workplace, but absences become commonplace and the probability of accidents increases. It’s important to implement the proper policy on drugs and alcohol to reduce these risks. Our team are experts at creating drug and alcohol policies fit for your business – get in touch to see how we can help!
There are 2 main forms of drug and alcohol testing used in the industry – instant testing and lab testing. We currently use both types of tests at David Barber Occupational Health, to ensure that our results are accurate and tailored to your requirements.
Additionally, we are able to undertake with-cause testing for both drug and alcohol in the workplace, if there is legitimate suspicion for the test or if there has already been an accident that requires investigation.
David is trained to UKAS-standard for drug and alcohol testing, and all our technicians have had training in-house to carry out testing with expertise. Our clients include Nikko Denko, Hinckley Point Power Station and Dacrylate Paints, to name but a few.
We are closely situated to the new East Midland Gateway on the Nottinghamshire, Derbyshire and Leicestershire borders, and we’re always on-hand to travel, capable of performing tests at our office or on-site.
There are a range of laws around drug and alcohol testing in the workplace, and we make sure that both our team and the companies we work with adhere to legislation every time. In order to carry out a drug test on employees, you first need their consent. Provided you included a policy on drug testing in the initial contract of employment, they will have agreed to this when they signed the contract.
If an employee refuses a drug test even after they have given consent, disciplinary action may be taken if there are good grounds for testing. The test is usually counted as a positive if they refuse consent.
Furthermore, employers must limit drug testing only to the employees that need to be tested and ensure the tests are completely random. You cannot single out particular employees for testing unless the nature of their jobs justifies doing so.
We can help ensure that you remain fully compliant with all workplace and governmental laws that surround drug testing in the workplace, while getting you the results you require. Contact us to discuss your requirements and we’ll help ensure your workplace remains drug and alcohol-free.
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