Alcohol drug testing
Not always necessary, but sometimes essential.
Drug and alcohol testing of employees should only be implemented in conjunction with a drug and alcohol policy. The policy must explain who is to be tested, under what circumstances, the consequences of failing a drug or alcohol test and what provisions the Company has made to support employees who voluntarily declare a drug or alcohol problem.
Testing can help prevent pre-employment candidates with drug or alcohol problems from joining a Company and act as a control measure to ensure employees are complying with policy rules. The Human Rights Act and Data Protection Act must be considered before deciding who is tested and under what circumstances.
Keyclear have complete independence from all alcohol drug testing suppliers. This gives us the freedom to recommend not only the most suitable testing methods, but also the most suitable supplier of those testing methods.
Some of the factors that are taken into consideration when selecting a drug alcohol testing method include:
- Accuracy of results
- Legal defensibility
- Speed of result
- Cost
- Correlation with impairment
- Windows of detection
- Susceptibility to adulteration
- Convenience of sample collection
- Infringement on the dignity of the donor and collector
On issues such as the accuracy of a particular testing method, Keyclear only consider independent research and publications rather than rely on information offered by the test supplier.
Before recommending a drug test or alcohol test, we will undertake a risk assessment of your working practices to gain a full understanding of your requirements and advise you on your legal responsibilities and limitations regarding testing.
