Drug and Alcohol Tests at Work

Drug and Alcohol Tests at Work


The term "mandatory drug and alcohol test," when used in the workplace, has become a debatable issue among employees. People instantly conclude that these procedures are conducted for no reason at all, and have issues that some employees are being suspected of using high amounts of illegal substances.

The issue of ordering drug and alcohol tests at work is controversial, with opponents saying that this is a gross violation of people's privacy, which are conducted solely at the discretion of the employer. It is for that reason that people are able to freely protest having to undergo a blood alcohol test or any other form of drug testing to prove that they are fit to work.

However, there is sometimes indeed a need to check people's drug and alcohol use. In some cases, it could impair their judgment and affect their work and productivity, and at worst pose a danger to the workplace and to other workers. Additionally, because most companies have policies related to drug and alcohol use in the workplace, the company is well-positioned to enforce this policy in order to ensure a safe environment for its employees and ensure that optimum performance is achieved.

It has been argued that the drug and alcohol test at work may not prevent users. It will however, create awareness of company policy and where companies stand on drugs in the workplace. If employees know they will be tested for drugs, the likelihood that they continue drug use decreases significantly.

In some organizations, it is a requirement for those in public service to take regular, mandatory drug and alcohol tests; such people can include train operators, bus drivers, and anyone who serves the public and must be in good condition to ensure that people are kept safe at all times.

Conclusion has yet to be made regarding this matter, employers are free to implement blood alcohol tests and drug tests as they see fit. The only guideline they need to consider is to be fair about the procedure and order them only when there is a clear cause for concern about an employee's behavior...