DRUG TESTING ON THE RISE

Business has been good for Jan Chandler and Ed Secondiak in recent years.

The pair provides drug- and alcohol-testing services for employers:
Chandler through Chandler Consulting Inc. of Red Deer and Secondiak
through his Brooks-based ECS Safety Services Ltd. And they have seen
more and more companies adopt testing policies.

Chandler estimated that 80 per cent of the drug tests her company
performs are employment-related.

"It's definitely on the rise," added Secondiak, whose company has an
office and lab in Red Deer.

He believes the reason is twofold: employers are dealing with more
complaints about substance abuse and industry standards have become higher.

Chandler said there has been a strong American influence when it
comes to the elevated industry standards. Not only are Canadian
workers subject to stringent United States Department of Transport
regulations in that country, many businesses with operations on both
sides of the border have implemented company-wide testing policies.
And often they insist that the contractors they work with have
similar policies.

In other instances, said Chandler, companies have simply recognized
the benefits of workplace testing and have initiated a policy on their own.

Regardless, the decision to test workers for drug or alcohol use
should not be made casually, said Secondiak. That's because human
rights issues come into play, and comprehensive policies and
procedures are needed.

"Typically, you can't fire people who fail a test or refuse to be
tested," he said, explaining that a dependency on drugs or alcohol
could be considered a disability -- and you can't discriminate
against someone with a disability.

"I never, ever recommend a company fire somebody based on a positive
test," said Chandler.

On the other hand, ignoring the problem isn't a solution. Aside from
productivity and morale issues, an employer who is aware of substance
abuse problems in the workplace but fails to act could be liable for
injuries that result.

"They can't ignore a situation," said Secondiak.

He and Chandler said a big part of what their companies do is help
clients develop testing policies, train supervisors and educate workers.

"Drug testing makes up maybe 20 per cent of our work," said
Secondiak. "Policy development and training is a major part, and then
occupational health."

A testing policy could apply to existing employees -- either on a
random basis or following accidents or incidents -- and/or to new
employees. But it should be limited to key or safety-sensitive
positions, such as those involving the operation of vehicles or other
equipment.

"You should be comfortable in your own assessment of why you're
testing," said Secondiak.

When a positive test does arise, employers have a "duty to
accommodate." This typically involves suspending the worker without
pay and sending him or her to a substance abuse professional for
assessment and treatment. The worker must co-operate and submit to
followup testing -- or face dismissal.

An employer may even have a duty to accommodate in the case of
pre-employment testing, said Secondiak. In the case of a positive
result, the job applicant should be encouraged to seek help and
invited to reapply when he or she can meet the company's testing standard.

Secondiak and Chandler stressed that an effective testing policy is
beneficial to employer and employees.

"We're not trying to 'catch' people," said Secondiak.

"If you can deal effectively with an employee where you identify that
there's an issue -- you remove them from work, you help them, you
bring them back to work -- they can become very dedicated employees."

Chandler echoed this assessment.

"We see some really, really good results coming out of this whole process."

She suggested that details of a new testing policy be shared with
workers in advance of implementation so they can modify their
lifestyle. Chandler urges employers to be even more proactive.

"We really encourage companies to start intervening based on
performance, long before there's ever a positive alcohol of drug or test."

A comprehensive program that involves supervisor training and
employee education, as well as testing, will be the most effective,
said Secondiak. "Deterrence by itself without education won't work," he said.

"We have seen with some companies, where they've entered into
programs and they've educated and they've accommodated people,
decreases in accidents sometimes as high as 80 per cent."