Planning & Programs
Fit For Duty Workplace Programs
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Fit for Duty / Drug-Free Workplace Programs
Arctic Response and CannAmm work closely with clients to develop comprehensive drug-free workplace programs that address the concerns and specific requirements of our clients’ organizations, their employees, and industry regulators.
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Urine samples and breath alcohol tests are taken at any one of our three locations.
The sample is obtained and sent to accredited Dynacare labs for analysis. Any positives are re-tested by GC/MS to insure that the result is confirmed and court worthy. If a positive test is confirmed the Medical Review Officer contacts the employee to verify the results. The results are then relayed to a designated contact for your company.
Cost includes the collection of the specimen, shipping to the lab, all tests including positive confirmation tests and specialized testing i.e. 6MAM and MRO services.
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Testing options:
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Pre-Employment / Pre-Access Drug and Alcohol Tests
These tests are popular to assure employers the likely competency of a new hire. Common work settings and employees requiring these tests include restricted access sites such as mine sites, airline personnel, drivers and industrial workers.
Post-Accident / Incident Drug and Alcohol Tests
Many organizations are now conducting post-accident drug and alcohol tests to determine responsibility. CannAmm can assist in designing a company policy to determine the definition of an accident for testing purposes which will cover this program. Companies using this program have found it a very helpful tool in analyzing the causes of workplace accidents, and it sends a very clear message to employees.
Random Drug and Alcohol Tests
This program deals with random drug and/or alcohol tests for companies at a predetermined percentage of the total workforce as an ongoing deterrent to drug and alcohol use in the workplace. The random selection and record keeping is handled by CannAmm to ensure an arms length process.
Reasonable Suspicion Drug and Alcohol Tests
Reasonable Suspicion testing can be conducted without due cause. The success of this program depends on proper education and training of the employees and supervisor staff. This is handled through training programs offered by Cannamm and can be included as part of the company policy.
Follow-up and Return-to-Duty Drug and Alcohol Tests
In the event that an employee tests positive, part of the rehabilitation process is a return-to-duty test and a number of follow-up tests to ensure abstinence from drugs or alcohol. This type of testing is very closely tied to the company’s drug and alcohol policy and the recommendations of the SAP (Substance Abuse Professional).
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Further services available:
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Policy Development
Policy development is the very backbone of a well run drug and alcohol program. This is a necessary component in order to protect the company as well as inform and protect the employees. The drug free workplace policy is unique to each of our clients and ties together the entire program by addressing the specific actions the company chooses to adopt.
Education and Training
A successful drug free workplace program relies on communication. Effective education of a workforce allows the employees to become involved with the program. They will come to understand that the program is there to help provide a safer work environment. Management and supervisory staff should also receive training concerning the company drug free workplace policy; its contents, and the consequences if infractions occur. Education and training should be an ongoing process if the program is to be successful.
Substance Abuse Professional Assessments
Following a non-negative test result or when an employee comes forward seeking help with a substance abuse problem, the Substance Abuse Programs’ staff will coordinate all steps required to ensure the employee’s prompt and safe return to work, from assessment to return-to-duty test; and will monitor any recommended aftercare and follow-up testing programs.
The purpose of the Substance Abuse Assessment is to identify, with the employee’s participation, if he/she may suffer from a substance abuse/dependency disorder and, if so, recommend appropriate treatment or counseling services to help the employee deal with his/her problem.
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