Random testing and the use of
covert electronic surveillance could be among powers to be
used by the Dunedin City Council to root out drug abuse by
its staff.
Council staff are being asked to consider a proposed new
alcohol-and-other-drug policy, which details procedures for
random and targeted testing for inappropriate use of illicit
substances.
The list of substances to be tested for include alcohol -
over the legal drink-drive limit - as well as cocaine,
ecstasy, cannabis and other illegal drugs.
A copy of the draft policy was released to the Otago Daily
Times last week by council community life general manager
Graeme Hall, who said the policy aimed to ensure key staff
were "right on top of their game".
He was not aware of "significant" drug or alcohol problems
among the council's 687 full-time equivalent staff, but the
draft policy matched those of other major employers.
The council had an obligation to provide a safe workplace,
already had general guidelines on prohibiting inappropriate
alcohol and drug use and a programme in place to help staff
with issues.
However, the new policy pulled the guidelines into one
cohesive document, provided more specific instructions and
spelt out in greater detail the council's power when it came
to search and surveillance, Mr Hall said.
The draft allowed random testing for council staff working in
safety-sensitive areas, such as those operating heavy
machinery, and those responsible for public safety, such as
lifeguards at Moana Pool.
Those failing tests would be stood down without pay until a
clean test result was obtained, or dismissed if one was not
received within seven days, and subjected to disciplinary
action leading to written warnings.
Other staff could also be tested if there was reasonable
cause to suspect they were impaired, the draft said.
Reasonable cause included outbreaks of violence in the
workplace, but also excessive lateness, changes in
personality or appearance, bloodshot eyes or intense anxiety
or panic attacks.
Those failing tests would continue to be tested at random
over the next year, and further positive tests - or more
serious misconduct such as possession of drugs in the
workplace - could lead to dismissal.
The policy would also allow the search of private property on
council premises in some circumstances, and the use of covert
electronic surveillance to catch those in breach of the
policy.
Potential new recruits could also be tested as a condition of
employment, with any job offer conditional on a clean result.
Refusal, or a positive test, would "impact on a manager's
decision to offer employment".
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