vi) Testing for alcohol

vi) Testing for alcohol

When considering the introduction of alcohol testing, employers should ensure they adopt the least
invasive means of testing. Breathalysers, for example, use less invasive processes than other tests
and eliminate the need for chain of custody considerations, as the worker and person testing are
both present during the process. Breathalysers may also provide a more cost effective solution
than other testing options.
Procedures for identification should be clearly spelled out in the workplace alcohol and other drugs
policy and the supporting procedures, and made clear to all people at the workplace. Section 2.3.1
provides guidance in developing a policy.
The chosen cut-off point needs to be clearly indicated in the policy and communicated. Different
companies use different cut-off points and may vary them for specific jobs. For example, some
companies use a cut-off point of 0.05mg% for general staff, but a cut-off point of 0.0mg%-0.02mg%
for some safety sensitive or designated jobs.
If a policy does not exist, written procedures should be in place that assist in identifying workers
whose performance is impaired.
If an employer uses, or intends to use a breathalyser, they should seek independent advice before
purchasing. Breathalysers should be reliable and accurate. To maintain accuracy, they need to be
regularly calibrated, following manufacturer’s guidelines.