Gillybob Quote [Assuming that there is a random drug/alcohol testing clause within the contract, what would stop the employer (after a random tip-off) from bringing the employee in and testing there and then, still resulting in dismissal? ] End Quote.
Gillybob, Random drug testing does not need to be included in an employees contract of employment. The procedure is encompassed under the Health & Safety at Work Act (HSAWA) and the Management of Health and Safety at Work legislation (MHSAWA), and therefore only notification to employees that this testing is being introduced is all that is required.
In regard to an employer who has received a "tip-off" that an employee is suspected of reporting for duty while under the influence of drugs or alcohol, then, holding an alcohol/drug test as that person arrives for a shift, may well occur, and the employee could then be dismissed.
However, in my experience, the above rarely happens. Many people get problems in their lives that result in those persons turning to alcohol or drugs in an attempt to mitigate the stress those problems may be causing. It is often the case that such a person is a longstanding, reliable and good employee to a company who the employer may well be very reluctant to dismiss based on that person past record.
In the above, to bring support to an employee in resolving their problems will maintain an asset to the company and ensure the employer is in compliance with the above legislation (HSAWA & MHSAWA). Often in these situations the solution is as straightforward as changing an employees shift patterns, or (if possible) moving the employee to a different job within the workplace as that can bring a change in their whole work outlook and attitude, and in that, often help resolve problems in their home life.
In addition, employers in present times face substantial costs in training personnel for jobs within their organisations. In Britain there is a shortage of nearly sixty thousand HGV drivers, with a similar percentage shortfall in forktruck drivers, vehicle technicians and logistics managers to name just one industry, that being road haulage. Similar situations exist within other industries were specialised training and skills are required.
Therefore substance abuse when identified and dealt with in the workplace can save costs and resources to the NHS, Social Services, the employer along with the family or dependents of the person involved in the abuse.
As is always taught in industrial safety training, the above significantly increases safety in any workplace to the benefit of all who are employed there.
