These legal decisions have influenced the choice of matrix used for drug testing in some workplaces and contributed to the trade unions requesting this trial. Testing for drugs in the workplace, and the role of oral fluid versus urine as a testing matrix, has been the subject of legal scrutiny over the years. In oral fluid, drugs of abuse are typically detected for 12 to 48 h, although methylamphetamine has been detected for 72 h following four doses and cocaine has been detected for up to 9 days in chronic users ( 3). Illicit drugs and their metabolites can be detected in urine for up to 4 days after a single dose and for weeks, or even months in exceptional cases, following chronic use of cannabis ( 3). The detection time for substances is generally longest in hair followed by urine, sweat, oral fluid and then blood ( 3). The detection of a substance in urine or oral fluid does not indicate that the person was necessarily impaired at that time. AS 4760:2006 states that although there is a relationship between blood and oral fluid concentrations which may allow an inference of relatively recent use of drugs to be made (within hours), it is not appropriate to relate the presence of drugs in oral fluid to impairment. Due to its convenience, oral fluid testing is used for the roadside drug testing of drivers, and the publication of Australian Standard (AS) 4760:2006 ( 2) facilitated the use of oral fluid not only for roadside driver testing, but also in other situations including the workplace. Urine drug testing is a well-established method of detecting drug use but other matrices are available. The clauses state that both parties agree to establish and monitor a trial of oral fluid testing as part of the employer's testing regime, and that the procedure for the trial shall be developed via a consultative process using a working party comprising employer, union and employee representation. To date urine has been used as the sole matrix for all drug testing, however, at the request of trade unions during enterprise bargaining negotiations in 2014, a requirement to trial oral fluid testing was written into the Sydney Trains Enterprise Agreement 2014 and the NSW Trains Enterprise Agreement 2014 and ratified by the Fair Work Commission. Drug testing above the minimum 25% requirement can be conducted using other matrices such as oral fluid. In the case of random testing, the 25% figure must be met by urine drug testing. Each year, on a random basis, a minimum 25% of all rail safety workers must be selected to undertake drug or alcohol testing ( 1). Sydney Trains and New South Wales (NSW) Trains have drug and alcohol policies, and conduct workplace drug testing, in accordance with legislative requirements.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |