'fitness for work'

Impairment testing, also known as 'fitness for work' or 'fitness for duty testing systems', measure
actual impairment rather than the existence of drugs or drug by-products in the system. Tests
vary and can include the use of testing of reaction times on a computer and eye reaction to light.
Although it may become a viable alternative to drug testing, the evidence as to its effectiveness is
still limited. Some employers in Australia are already using impairment testing as an alternative to
or in conjunction with alcohol and other drug testing at the workplace. As with drug testing, such
testing has limits and should always be carried out as part of comprehensive alcohol and other
drugs policy at a workplace.
If after careful consideration a workplace decides to introduce drug testing:
• it should form part of a comprehensive drug and alcohol program, for example including a
policy, education and rehabilitation or counselling, which in turn are part of a general safety
and health program. The rationale for drug testing should be clearly stated and communicated.
Workers should be informed of relevant workplace processes at the time of taking a drug test;
• if a worker refuses to be tested, it cannot be assumed that the worker is therefore intoxicated.
Procedures should be developed to address what should happen if this scenario arises;
• issues relating to confidentiality and concerns about privacy need to be dealt with prior to
implementation; and

• appropriate safeguards need to be put in place including:
- ensuring the policy is written in simple and clear language and is regularly communicated to
all staff;
- ensuring that cut-off points for a positive result are selected and clear;
- stating the types of drug testing, for example pre-employment, after probation, after accident,
random or voluntary;
- ensuring there is no discrimination in the selection of workers for testing;
- ensuring that an initial positive from a screening test is subjected to a confirmation test
by a quality assured individual or organisation. Employers may need to be familiar with
Australian New Zealand Standard AS/NZS 4308 Procedures for the collection, detection and
quantification of drugs of abuse in urine and/or Australian Standard AS 4760 Procedures for
specimen collection and the detection and quantification of drugs in oral fluid, which outline
the recommended practice for the collection, detection and quantification of drugs of abuse
in urine and saliva;
- ensuring there is well defined procedure indicating to whom the final result will be
communicated;
- ensuring that confidentiality is protected and the procedure identifies who will have access to
the results, who will interpret them, how the results will be stored and for how long; and
- ensuring that there is a grievance and complaints process included in the procedure,
including accepted procedures to challenge the outcome of a drug test.
If testing is introduced, written procedures on workplace testing, covering the above issues,
need to be in place and independent expert guidance should be sought. See Appendix 1 for
contact details of relevant organisations.