MINISTER PUSHES FOR MORE DRUG TESTING

Workplace drug testing and heftier fines for hazardous job sites are
part and parcel of reforms designed to make working in Alberta a
healthier overall proposition.

Human Resources Minister and Lethbridge West MLA Clint Dunford said
Monday he delivered a reform package called Workplace 2.0- to the
standing policy committee and expects the proposal to reach cabinet in
early September.

"I expect it would go to caucus by the end of the month and we should
have some sort of public release on it after caucus has ratified our
approach," Dunford said.

"Drug testing is one area we want to find some way to attack the
problem without violating any basic human rights. Clearly there is a
problem. AADAC studies in the past have shown that there is drug use
happening in the workplace, and we want to put workplace health and
safety ahead of drug abuse.

"My motivation is that some of the incidents at the workplace leading
to injuries or fatalities might be related to illegal drug use."

Dunford said responsible employers around Alberta have made it clear
to government they are tired of seeing what they view as light fines
being handed down to offenders with unsafe workplaces. During the past
year it's been changing, Dunford said, with fines moving upward.

If reforms are successful, first offenders may be paying five times as
much as what precedent has so far determined, with the extra proceeds
to pay for public awareness campaigns.

A second offence could see penalties as high a $1 million, suggests
the proposal, which also advocates more worksite inspections and
prosecutions.

The Alberta Human Rights and Citizenship Web site says in general,
inquiring about, or testing for a condition that is a physical and/or
mental disability is allowed only where it is a legitimate
occupational requirement of a particular job and that alcoholism and
drug abuse are considered disabilities.

In Lethbridge, companies like Lethbridge Iron Works -- where workers
labour in close quarters with dangerous materials like molten metal --
require all prospective employees to submit to drug testing for safety
reasons.

The current law on drug and alcohol testing is changing. Current law
distinguishes between drug and alcohol testing, because a positive
breathalyzer test for alcohol shows a current impairment, and
therefore is acceptable for safety-sensitive positions. The current
law also states disclosure of past substance abuse is an unreasonable
requirement for both current or prospective employees.

AADAC does not recommend alcohol and drug testing for employees except
in cases where there is evidence of substance use that is affecting
job performance or compromising workplace operations/public safety.
And if testing is employed, AADAC advises employment-related alcohol
and drug testing be introduced as but one component of a broader
company policy on substance use.