According to the Canadian Human Rights Commission’s policy on alcohol and drug testing, the use of alcohol or drugs can have serious adverse effects on a person’s health, job performance and workplace safety.  Safety is important to employees and employers.  However, safety must be ensured in ways that do not discriminate against employees.

Keep in mind that organizations should consult their legal and HR teams, as well as work closely with drug testing specialist consultants, for expert advice specifically related to their workplace.

Reasonable suspicion is a key part of a comprehensive drug and alcohol workplace policy.  It’s traditionally been used to trigger drug testing when impairment is suspected.  In the workplace, there may be several responsibilities placed upon management in this regard.

“Impairment may result from a variety of conditions, most of which are unrelated to the consumption of drugs or alcohol.  If impairment is a concern in the workplace – whether impairment is due to stress, anxiety, fatigue or drug / alcohol use – an employer should focus on ways of identifying and minimizing potential safety risks.” – Canadian Human Rights Commission’s Policy on Alcohol and Drug Testing

Having formalized plans and educational resources in place prior to a scenario requiring effective cause for reasonable suspicion protocols is imperative in planning for a success case that protects your people and covers your liabilities.