Post-Incident Drug Testing of Employees in Alberta
March 1, 2023
Drug and alcohol testing is a common practice in many industries. It allows employers to ensure their employees are safe on the job, and it can also help them prevent drug use within their organization. However, under current legislation, only certain drugs can be tested for at work by an employer or prospective employee who suspects that someone has used them at work.
This means that you could be fired for something you did off-site or outside of work hours–even if you did not consume any illegal substances while at home alone! If this sounds unfair to you, read on…
The Alberta government has introduced a new policy on post-incident drug testing of employees, including an amendment to the Drug and Alcohol Administration Act.
The new policy on post-incident drug testing of employees in Alberta will give employers the authority to test employees they believe have used drugs or alcohol at the workplace. The policy includes an amendment to the Drug and Alcohol Administration Act which gives employers more flexibility in how they conduct these tests.
The new law allows for testing for a wider range of substances including synthetic cannabinoids and other designer drugs that are often used by young people today as well as alcohol abuse issues like excessive drinking or driving under the influence (DUI).
What are the new laws?
The new laws give employers the authority to test employees they believe have used drugs or alcohol at the workplace. Employers can now require employees to submit to drug and alcohol testing, although they must notify all workers of this right before an investigation begins.
If an employer suspects that a worker is under the influence of drugs or alcohol, it must immediately suspend him or her unless he/she presents proof that he/she is not using substances while working (e.g., by providing a letter from his/her doctor).
Employers can now require employees to submit to drug and alcohol testing. They have no right to know what test results show, but they must report any positive test result to the employer within three days.
Employers can now require employees to submit to drug and alcohol testing. They have no right to know what test results show, but they must report any positive test result – and the use of illegal drugs – to the employer within three days.
Employers cannot ask employees who are in the workforce for more than two years whether they’ve used drugs or been involved in an accident that caused an injury; however, they can ask those questions after three years of employment if they have reason to believe that substance abuse could impair job performance.
What types of drugs can be tested for?
Several substances are not allowed to be tested for. These include:
- Alcohol, including beer and wine (0% ABV)
- Marijuana (THC)
Amphetamines are stimulants that can increase your heart rate, blood pressure, body temperature, nervous system response, and ability to concentrate. They also cause insomnia or nervousness if taken in large amounts over a long period.
The current legislation only allows for testing for drugs that could impair judgment, such as marijuana, cocaine, heroin,n, and methamphetamines.
The new changes will allow for testing for a wider range of substances including synthetic cannabinoids and other designer drugs that are often used by young people today. Synthetic cannabinoids are man-made chemicals that produce the same effects as marijuana, but they can be five times more powerful and cause paranoia, hallucination,s, and seizures.
The government says it wants to keep Albertans safe from these dangerous substances while also ensuring that drug users have access to treatment services when they need them most.
The new legislation has implications for both employers and employees. It gives employers the ability to test employees they suspect of drug use.
However, it does not allow for testing without consent from the employee in question. In addition, the new law will make it easier for employers who want to implement drug testing programs by allowing them to require their employees to submit to random testing at any time during their workday rather than just during scheduled times like lunch breaks or after-hours shifts when drugs are more likely to be used.