Pubdate: Tue, 13 Mar 2007
Source: Red Deer Advocate (CN AB)
Copyright: 2007 Red Deer Advocate
Contact:  http://www.reddeeradvocate.com/
Details: http://www.mapinc.org/media/2492
Author: Harley Richards
Bookmark: http://www.mapinc.org/testing.htm (Drug Testing)

DRUG TESTING ON THE RISE

Business has been good for Jan Chandler and Ed Secondiak in recent years.

The pair provides drug- and alcohol-testing services for employers: 
Chandler through Chandler Consulting Inc. of Red Deer and Secondiak 
through his Brooks-based ECS Safety Services Ltd. And they have seen 
more and more companies adopt testing policies.

Chandler estimated that 80 per cent of the drug tests her company 
performs are employment-related.

"It's definitely on the rise," added Secondiak, whose company has an 
office and lab in Red Deer.

He believes the reason is twofold: employers are dealing with more 
complaints about substance abuse and industry standards have become higher.

Chandler said there has been a strong American influence when it 
comes to the elevated industry standards. Not only are Canadian 
workers subject to stringent United States Department of Transport 
regulations in that country, many businesses with operations on both 
sides of the border have implemented company-wide testing policies. 
And often they insist that the contractors they work with have 
similar policies.

In other instances, said Chandler, companies have simply recognized 
the benefits of workplace testing and have initiated a policy on their own.

Regardless, the decision to test workers for drug or alcohol use 
should not be made casually, said Secondiak. That's because human 
rights issues come into play, and comprehensive policies and 
procedures are needed.

"Typically, you can't fire people who fail a test or refuse to be 
tested," he said, explaining that a dependency on drugs or alcohol 
could be considered a disability -- and you can't discriminate 
against someone with a disability.

"I never, ever recommend a company fire somebody based on a positive 
test," said Chandler.

On the other hand, ignoring the problem isn't a solution. Aside from 
productivity and morale issues, an employer who is aware of substance 
abuse problems in the workplace but fails to act could be liable for 
injuries that result.

"They can't ignore a situation," said Secondiak.

He and Chandler said a big part of what their companies do is help 
clients develop testing policies, train supervisors and educate workers.

"Drug testing makes up maybe 20 per cent of our work," said 
Secondiak. "Policy development and training is a major part, and then 
occupational health."

A testing policy could apply to existing employees -- either on a 
random basis or following accidents or incidents -- and/or to new 
employees. But it should be limited to key or safety-sensitive 
positions, such as those involving the operation of vehicles or other 
equipment.

"You should be comfortable in your own assessment of why you're 
testing," said Secondiak.

When a positive test does arise, employers have a "duty to 
accommodate." This typically involves suspending the worker without 
pay and sending him or her to a substance abuse professional for 
assessment and treatment. The worker must co-operate and submit to 
followup testing -- or face dismissal.

An employer may even have a duty to accommodate in the case of 
pre-employment testing, said Secondiak. In the case of a positive 
result, the job applicant should be encouraged to seek help and 
invited to reapply when he or she can meet the company's testing standard.

Secondiak and Chandler stressed that an effective testing policy is 
beneficial to employer and employees.

"We're not trying to 'catch' people," said Secondiak.

"If you can deal effectively with an employee where you identify that 
there's an issue -- you remove them from work, you help them, you 
bring them back to work -- they can become very dedicated employees."

Chandler echoed this assessment.

"We see some really, really good results coming out of this whole process."

She suggested that details of a new testing policy be shared with 
workers in advance of implementation so they can modify their 
lifestyle. Chandler urges employers to be even more proactive.

"We really encourage companies to start intervening based on 
performance, long before there's ever a positive alcohol of drug or test."

A comprehensive program that involves supervisor training and 
employee education, as well as testing, will be the most effective, 
said Secondiak. "Deterrence by itself without education won't work," he said.

"We have seen with some companies, where they've entered into 
programs and they've educated and they've accommodated people, 
decreases in accidents sometimes as high as 80 per cent."
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MAP posted-by: Jay Bergstrom