Referral and testing (for substance use)
Pre-employment medical
Managers will use the corporate risk assessment template to determine the need to include alcohol and drug screening in the pre-employment medical examination.
It is a condition of employment to have this medical. If the results show alcohol or drug misuse, we will withdraw any conditional offer of employment.
Further information is available in G1.2 of the G1 health and safety policy.
In-service testing
We do not currently carry out unannounced random testing for alcohol and drugs.
Reasonable cause testing or testing following a medical referral
Testing will be carried out by a specialist organisation who will advise on the most appropriate testing method. This may include, but not limited to:
- urine
- saliva
- hair
- blood tests
The employee will be advised of the process. They will subsequently be required to give written consent. Refusal may lead to disciplinary action being taken.
The manager and occupational health will be informed of the results.
We may expect an employee to agree to random testing in circumstances where they have tested positive. Assurance is required by the council that they remain free of alcohol or drugs whilst at work.
Screening on appointment or transfer will usually be urine analysis. This test includes substances that our current occupational health provider screens for. Details will be provided to the employee before any testing is carried out.
Testing by third party organisations
Testing may be required by third party organisations. It is expected that employees will agree to testing if it is required to enable them to carry out their duties. For example, to attend third party sites.
Refusing to undertake a test may be a conduct issue.