Site drug testing now blessed by all-powerful CFMEU – what does this mean for employers?
Where goes the CFMEU so goes Victorian Labor. Many of you would have recently read media reports concerning the recent (and gymnastically impressive) backflip by the CFMEU – through its National Secretary Dave Noonan - from absolutely opposing site testing to giving it qualified endorsement over the space of a few months. This creates some headaches for the comrades in Victorian Labor who recently scrapped a Victorian construction code containing mandatory drug testing, claiming the Code to be “ideologically driven” (noting the new Victorian government is focusing instead on safety risk mitigation through plans to breath-test MPs in Parliament!). Now, however, the Premier supports the CFMEU's backflip as a positive development for workplace safety in construction!
All this aside, what does this mean for your ability to conduct alcohol and drug testing for your employees? If you are in the construction industry, expect a new level of support for your ability to randomly test all employees ‘on the tools’ using saliva-based testing. Expect to see a new policy incorporated into the CFMEU template EBA for the 2015-2019 period once it is finalised later this year. Don’t get too excited though, it will have strict qualifications on employers and (at least) a ‘three strikes’ policy whereby employees found to be impaired by drugs or alcohol and breaching the policy will be continually ‘rehabilitated’ and the ability to dismiss employees for breaches very difficult or qualified. Like many aspects of the CFMEU pattern agreement, it is likely to not suit your needs or operations (Note - if you are covered by this Vic 'pattern' agreement please note its nominal expiry date is likely to be next Thursday. Email me about potential replacement agreement options to reduce costs and improve productivity in your business).
For other employers in heavily unionised environments, it is likely the other smaller unions (in less safety-sensitive industries than the CFMEU, which is probably all of them) will fall into line and adopt the CFMEU’s position (or find it impossible to continue their opposition in light of these recent developments). Therefore, you should experience less resistance from your union to you including such a practice in your EBA or company policies.
However, even if you do not have a heavily unionised environment, there is some important considerations you should bear in mind when seeking to introduce a drug and alcohol testing policy:
The CFMEU have finally moved from the wrong (and surely uncomfortable) side of the safety debate relating to workplace drug testing and are taking steps to better ensure their members are safe at work. This is a welcome development and employers should be encouraged by such developments, but still take the care to craft their policies, employee information campaigns and testing methodology to ensure the completing interests (safety, privacy, medical issues, addiction etc.) in this complex workplace issue are managed appropriately.
Workplace Wizards partners with employers to create and implement sound and defensible company policies which reduce risk, and improve safety at work, including workplace drug and alcohol testing regimes. Email me at email@example.com to receive my suggested policy wording or find out more.
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