Do you have a drug testing policy in place within your organisation? If the answer is ‘no’ then this is really the place to start. We have a sample that you can download and here are some hints and tips that may well help too:
- In our experience, between 3% and 5% of people in the workforce use illegal substances i.e. drugs. So, if you have 100 staff that you could test, it is likely you will find a number of people have used drugs. As such, you should prepared for that result.
- When it comes to drug tests at work, you should consider the outcome you are seeking before you begin. If you want to, for instance, prevent people from working heavy machinery ‘under the influence’ then using an oral fluid test or a urine test will be sufficient as it tends to pick up recent usage.
- If you want to know if members of staff have used drugs within the past few months, hair testing will be the option to choose. This is particularly relevant when considering employee performance.
- Drug testing, if not already conducted within the organisation, will often cause people to raise eyebrows and concerns about the concept. As such, gaining employee agreement and even planning to conduct the ‘performance related’ tests in future by e.g. 3 or 6 months, could allay concerns. This way any casual drug user could change their ways and still comply.
- Is all drug use to be stamped out? This is down to the nature of the culture of your organisation. Alcohol is a legal drug and could potentially cause considerable harm as well as leading to performance issues longer term as well. Know what you are getting into when choosing to test for illegal drug use.