Drugs and alcohol have no place in the workplace. An employee who is chemically impaired may find it hard to focus and stay on task and is more inclined to risk-taking behaviours as their judgment may be clouded, all of which makes them a hazard to themselves and others in the workplace. 

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

A Drug & Alcohol free workplace can positively impact your business, employees, and customers by;

• Reducing the number of accidents, injuries, and fatalities
• Eliminating impaired performance and increasing productivity
• Improving work relations and morale
• Decreasing lateness and absenteeism
• Lower employee turnover
• Enhancing the reputation and competitive strength of the company

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

Under the Health and Safety at Work Act 2015 and related regulations, both employers and employees must take reasonable steps to maintain a safe working environment. A PCBU (Person Conducting a Business or Undertaking) has the primary duty to ensure the health and safety of the workers. This requires that they do not knowingly allow a member of staff to work when impaired by alcohol, after using illegal drugs, or even whilst using legal drugs, such as medicines, when undertaking certain tasks. A drug and alcohol policy combined with regular detection and / or testing events can be part of the actions contributing to a workplace being compliant with the Act. 

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

A policy helps to frame the expectations that an employee needs to meet regarding the workplace and organisation as a whole. Employees must comply with any reasonable policy, though what is reasonable will depend on the circumstances in which it is applied. For it to be considered an effective risk mitigation strategy, the policy should be:

• Agreed to by employees and supported at all management levels,
• Applied universally and consistently to all employees irrespective of seniority,
• Easy to understand,
• Universally communicated to all employees,
• Fit specifically with the workplace’s needs and operating conditions, and
• Reviewed and updated regularly.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

An employer may ask employees and other workers on site to agree to alcohol or drugs tests if this is a condition of employment and there is an agreed drug testing policy. The policy should include provisions for when, and what kind of testing, will be carried out. It should also indicate the possible consequences if the employee tests positive or refuses to participate in testing. There are three main reasons for testing you might consider:

• Compulsory testing as specified in the policy e.g. at the pre-employment stage,
• Testing for cause e.g. ‘reasonable suspicion’ or ‘just cause’ as in after an accident or near miss, and
• Random testing as in industries that are considered safety-sensitive or by agreement.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

The Privacy Act 2020 protects the use of an employee’s personal information. Asking the employee whether they have taken drugs if there is no testing policy in place can be seen as discriminatory. In a job interview, you can tell the employee what the job requirements are and ask whether the employee has any medical or physical conditions or disabilities that would prevent them from doing the job as you described it. 

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

Employers should advise if drug & alcohol testing is part of the recruitment process when advertising for the role. Tests are generally conducted by means of a urine or oral fluid test.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

There are four key behaviours that are indicative for alcohol and / or drug use. These are,

• Changes in attendance,
• Performance issues,
• Erratic behaviour and over-reactions, and
• Visual clues (paraphernalia, symptoms).

In the above situations, all observations should be recorded and preferably witnessed by a second employee before any action is taken.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

Cannabis is the most commonly detected drug in workplace testing. This is followed by amphetamine type stimulants and prescription medications such as opioids e.g. morphine, oxycodone, codeine & tramadol and valium.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

The test detects the parent drug as well as their metabolites. The latter may remain in urine for lengthy periods and, in the case of cannabis, can return a positive result several days after a person has smoked. This would amount to a breach of a drug policy, even though the drug use was in their own time and did not affect their capacity to do their job safely.

This method is invasive and therefore it’s important it is done by an external testing agency and that the candidate’s privacy is only infringed upon as far as reasonably necessary.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

Using drug cutoff concentrations which correlate to acute impairment, oral fluid drug testing results indicate the likelihood of recent use, thus making it popular with employees, their Unions and employers, and business owners.

This method is fully observable, more difficult to adulterate and less invasive than traditional testing methods

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

Detector Dogs are a proven tool in areas where rapid screening, and risk assessment are a high priority. The presence of a drug dog team is a high-profile deterrent which sends a clear message reinforcing the seriousness that employers place on Health and Safety in the workplace.

Properly trained drug detection dogs are highly reliable, cost-effective method to screen people for recent use or possession and locations at scale, with minimal disruption to workplace productivity. Their acute sense of smell is able to quickly and easily establish ‘reasonable cause’ to allow the search of or drug test of an individual.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

Alcohol is the most used and abused of all the impairing substances that can make people inclined to risk-taking behaviors.

Breath alcohol testing, as part of a routine drug test, can identify the risk of alcohol impairment and individuals who may be a hazard to themselves and others in the workplace.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

With advances in science, new drug testing methodologies are becoming available at a quickening rate. ScentTECH, having a qualified biochemist at the helm, are experts in the field and can explain the pro’s and con’s of each testing method and their legal and privacy implications, in terms that the employer can easily understand.

Urine and oral fluid testing each have acknowledged and well understood strengths and weaknesses. The option that you choose needs to be one that fits your workplace based on the desired testing outcomes. If you wish to detect historical use, Urine testing is the most appropriate method. However, if ‘‘recent use’’ and probable intoxication is more important then oral fluid testing is more useful.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here

When it comes to testing current employees or future ones, you need to ensure you have chosen the method most appropriate for the situation. An accredited company (like ScentTECH or Drugwise) will advise you on implementing a regular testing programme and discuss what form of screening can be set up to best meet a company’s needs and avoid legal grievances.

A provider should be able to provide the following documentation to back up their claims e.g.;

• A Track Record & Testimonials from clients,
• Certifications (NZQA) and Accreditations for the technician performing the tests,
• Independent validation of the drug testing methodology and adherence to the current New Zealand standard for all drugs tested by the screening devise, and
• Validation of the Drug Dog Detection Team (dog & handler) from a reputable independent assessor.

For further information, download ScentTECH’s guide to Drug and Alcohol Detection in the Workplace here