Council staff could face drugs and alcohol testing

HR boss suggests move for ‘safety critical’ positions

Frontline council staff could be subject to new drugs and alchol tests to make sure they can do their job.

The policy is being put forward by Ashford Borough Council’s human resources manager Joy Cross and would apply to workers deemed in “safety critical posts” and include screening, searches and random testing.

In a report approved by last week’s cabinet meeting, Ms Cross suggests department heads would decide which roles should be scrutinised.

The council currently deals with issues of potential intoxication as part of its disciplinary rules and sickness policy, but it doesn’t have a specific policy to set out standards and expectations, or to conduct testing.

The drugs or alcohol tests would cost £80 per person, while Policy change would include screening and random testing those who admit they have a problem would be given advice and support.

Ms Cross’s report states: “Service users and members of the public have a right to expect that council employees are not under the influence of alcohol or drugs whilst carrying out their duties.

“The aim of this policy is to pro- mote wellbeing and ensure the safety of employees, workers, service users and members of the public by having clear rules in place regarding the use and possession of alcohol and drugs.”

Her report highlights that agency workers, casual workers, consultants, contractors, volunteers and others working for the council could be required to carry out the tests.

In particular, grounds maintenance staff working with machinery, which could cause harm if not controlled properly, may be scrutinised more than those with desk roles.

But Ms Joy has stopped short of suggesting that random tests should be applied to the everyone on the council payroll, and the focus should remain on positions where there could be a healthy and safety risk.

She believed that there would be no way to force workers who refuse to take part and that such treatment could leave the council exposed to unfair dismissal and victimisation claims at employment tribunals.

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