A Positive Drug Test at Work: What Should Employers Do Next?
Alcohol and drug policies and programmes should promote the prevention, reduction and management of alcohol- and drug-related problems in the workplace.
So, what should an employer do when an employee receives a non-negative drug test result?
A non-negative drug test should not trigger an immediate employment decision. Workplace drug testing should form part of a comprehensive programme with clear procedures for verifying and managing test results, conducting appropriate medical review and determining the next steps in accordance with the organisation’s established policy.
1. Verify the Result
A non-negative screening test should be followed by an appropriate confirmatory laboratory test before further action is taken.
Initial screening tests are intended to identify potential findings and should not, by themselves, be treated as a definitive conclusion. Where confirmation is required, the appropriate laboratory testing process should be followed to establish whether the substance has been confirmed.
2. Medical Review
Where an MRO process is part of the organisation’s drug and alcohol testing programme, confirmed laboratory results should be reviewed by the Medical Review Officer (MRO) in accordance with the applicable procedures.
The review may include consideration of relevant medical information and whether there is a legitimate medical explanation for the result. This provides an additional layer of professional review before the result is acted upon.
3. Follow the Company’s Written Policy
The result and subsequent actions should be managed according to the organisation’s Drug & Alcohol Policy and Procedures, ensuring a consistent and appropriate approach.
A clear written policy should establish how test results are handled, including confirmation procedures, medical review where applicable, employee notification, further action and any available support or rehabilitation measures.
Following an established policy also helps employers avoid making decisions on an ad-hoc basis.
4. Document the Process
Employers should maintain appropriate records of the testing and review process while maintaining strict confidentiality.
Documentation may include the test result, confirmatory testing, medical review where applicable, communications and actions taken. Proper record-keeping helps demonstrate that the matter was handled according to the organisation’s established procedures.
Key Takeaway
A non-negative drug test is not necessarily the final answer.
A clear and effective Drug & Alcohol Policy helps ensure that results are appropriately confirmed, medically reviewed where applicable and managed through a fair and consistent process.
At Wawasan KVL Occuhealth in Shah Alam, Selangor, we provide workplace drug and alcohol testing services to support organisations with workplace drug and alcohol policies, employee screening and workplace safety programmes.