A pilot has been proposed to introduce random drug and alcohol testing to safety critical roles.
Initially these are roles involving heavy machinery but the proposal is to roll it out to caring and other jobs working with vulnerable adults and children.
Currently a staff member who might be about to operate a chain saw, or might have been involved in a road accident can be tested if a manager has reason to believe they may be impaired, but random testing has the potential to blur the line between health and safety at work, and the policing of out of work activity.
It is not unheard of in some heavy industries such as the railways and construction, but does not apply in the NHS or comparable caring work.
The trade unions consider that such an introduction would be tantamount to a contractual change and believe that there should be a ballot to agree a trial and or full introduction but we are anxious to hear from as many members as possible prior to this. Speak to your rep. or email kevin.treweeks@plymouth.gov.uk to discuss it.
We may well do some kind of electronic poll shortly but we are looking to discuss concerns with members first
Here are some of the issues to feed back on:
Health and Safety is of paramount importance. Is there an unaddressed problem of drink or drug use in your workplace? Would you feel safer if random testing were in place?
The test for Alcohol will be in line with the drink drive laws. Is this the right level?
The tests for other substances like cannabis and cocaine have no “under the limit” and would show up if people had used them in the previous few days. Would this be an intrusion on our private lives as it will pick up people who would not be impaired when they show up to work as well as any that are?
How limited should the definition of safety critical be? The position of the unions so far is that it should only be people who drive and or operate heavy machinery as an intrinsic part of their job. It might make us feel better if managers are subjected to it as well but it doesn’t change how it impacts members and the wider it is spread the less options to redeploy somebody with a problem we are left with. Are there jobs we might not be considering where this would be appropriate?
Is it an issue for you to have to discuss health conditions with managers as certain medications will lead to non negative tests. Obviously no disciplinary action should be taken in such cases but you would need to explain yourself.
