Letter to the editor, 13 October, 2011: There are a few important issues that need to be raised in response to the recent Fair Work Australia ruling on mandatory drug testing within the building industry (‘Workplace drug tests get go-ahead’, Oct 12).

There are a few important issues that need to be raised in response to the recent Fair Work Australia ruling on mandatory drug testing within the building industry (‘Workplace drug tests get go-ahead’, Oct 12).
Any future approach by employers should be focused on employee welfare, as part of a comprehensive health and safety program that incorporates prevention and early intervention systems to reduce the potential harms associated with workers’ use of alcohol and other drugs.  No-one will be well served by programs that are based solely on punitive responses.  We encourage employers in all industries to develop drug policies that provide workers with a range of supports to address the causes of problematic alcohol and other drug use and are designed to retain skilled and experienced staff.
There are a range of important considerations for employers to consider when framing workplace drug policies.  One is that a positive drug test does not necessarily imply current impairment.  For example, Cannabis is generally detectable for weeks after use, long after any related impact on an individual’s co-ordination or cognitive functioning has ceased.  Another consideration is the potential for workers who are undertaking Opiate Replacement Therapy (or taking other medications) to be unfairly targeted or stigmatised within the workplace. 
Workplace safety is rightly a key concern for employers, but they should be careful in their approach to drug testing to ensure the best outcomes for all concerned.
Laurence Alvis
CEO, UnitingCare Moreland Hall