Dealing with Newly Alcoholic Friends and Coworkers

Drug & Alcohol Test, Drug & Alcohol TestingAlcoholism is a sickness which can eat away at a person’s lifestyle and relationships. If you know someone who has become an alcoholic, it is worth noting a few tips for how to deal with them. If they are your friend or family member or coworker, then you will probably be spending time with them, anyway. Since they may not necessarily act like themselves all of the time due to their alcoholism, here are some helpful hints on how to interact with them and be friends with them without falling victim to this disease yourself.

Recognise that they cannot be helped by you. The only person who can help an alcoholic is the alcoholic. Many people have tried, and failed, to rehabilitate a loved one themselves. And they have spent a great deal of time and money and effort and energy and heartache attempting this. Unless they choose to change themselves and do all of the work themselves, they cannot be helped.

Anticipate and create distance when necessary. Alcoholism rarely plateaus and gives you an even level playing field. In most cases, the alcoholic will continue to disintegrate until they have very little left or until they turn themselves around. For this reason, you must protect yourself and your friendship with them by creating distance between yourself and them when it is necessary. Keep in mind that, unless they alter their behavior, you will probably be creating more and more distance as time goes on.

Expect their behavior toward you to change. Alcoholism is an all-encompassing disease, and it affects everyone around it. Your friend may imagine that you are treating them with less than their due respect, they may become angry and even violent toward for no reason, and they may imagine scenarios with you in them which are not true. Their behavior toward you will change, because their ability to reason and remember correctly will be deformed. When they become antagonistic, that is a good time to quickly get up and leave.

They may not return from their sickness. If you love them, this fact will be especially hard to accept and believe. After all, surely they can return and be the friend that you know and remember so well. However, unless they take personal responsibility for their actions and actively turn their life around and work on it day by day, this may not happen. As much as you love and care about them, they may not come back.

Workplace drug and alcohol testing eliminates the need to decide all on your own which employees to let go. Drug testing allows you to present documented scientific evidence that they have a problem and are not employable by your company. It gives you a legal peace of mind. Call CMM Technology today to find out more about our quality drug tests: (+61) 1300 79 70 30.

Tags: , ,

Common Excuses for Drinking

Recalibration Service, Drug & Alcohol TestWhen dealing with an employee who is abusing alcohol, it helps to know why they are drinking, or at least they believe they are drinking. Obviously, if they are abusing alcohol, they are using this as a coping mechanism and are unable or do not choose to find solutions in reality. However, there are some common excuses that many people use to excuse their alcoholic behavior and may be indicative signs of abuse:

“I’m lonely.”

Whether they have just broken up with a romantic partner, or they believe themselves incapable of finding a romantic partner, many people use loneliness as an excuse to continue drinking after they recover from their initial setback.

“I have an abusive past.”

This one can be particularly common in poor cultures or socio-economic statuses, where basic survival became too much for certain family members and they took it out on those who were weaker. There are, however, many different levels of abuse, and sometimes this is overused in order to justify actual laziness.

“I’m having problems with family.”

This one is perhaps the most relevant excuse, and it is also the least “special” case. Everyone has problems of one type of another with family. However, family or spousal issues are indeed the most likely to affect one’s emotional status or workplace behavior.

“I’m hard on my luck.”

Whether they are having temporary problems in their lives, or they keep themselves in perpetual hard through gambling, unwise financial decisions, or perhaps an abrasive personality, it is up to each individual to take responsibility for their own actions or lack thereof and learn to pull themselves back into a positive place. Whatever their situation, alcohol abuse will not help them to become steadier or more reliable to themselves, much less your company.

“I have low self esteem.”

While this may be true, low self esteem is only made worse through alcohol abuse, not better. The mind begins questioning basic decisions and preying upon itself in a cycle which thwarts any remaining self esteem the person may still possess.

CMM Technology offers high quality drug tests and alcohol breathalyser tests for your workplace or home, no matter what the excuse for abusive behavior might be. Call us today: (+61) 1300 79 70 30.

Tags: , , ,

After The Dust Clears

Alcohol Drug Testing Equipment Suppliers AustraliaWhen recovering alcoholics or drug addicts return home from rehabilitation or after they have been successfully clean for some time, they usually encounter problems integrating themselves back into their families, their jobs, and their former social scene. This is not surprising considering some of the pain left behind may have included physical abuse, monetary fraud, thievery or debts, or self destructive behavior which hurt and affected those around them. In the workplace, something solid and concrete such as employee drug and alcohol testing can even be seen as a positive thing by these returning employees. Drug testing is stabile and yields accurate results, whereas people can be resentful or have hurt feelings which need to be mended.

One of the most effective ways to clear the air after someone returns under those conditions is to ignore their former reputation and act as if everything is okay, at least as far as you are able, and to watch and wait. Their former habits will return in time if they have not changed and if they are not as clean as they appear to be. Watching and waiting are, in truth, the only things one can do under those circumstances, but it also helps to muster civility when doing so. While you may have unresolved bitterness or resentment, these will be satisfied in time, after they have proven themselves worth of trust and friendship. First, though, they must accomplish this in order for their apologies and peace offerings to even possess any validity.

After the dust clears, relationships can be reformed. At this point, it may be helpful for everyone involved to remember that the former addict has no idea of how to form relationships, much less maintain them. They are like a small child in this respect, and may need explanations, guidance and tolerance along the way.

Whether you are welcoming a former employee back to work or watching a beloved family member return home, drug and alcohol testing is the litmus test to see if they have truly recovered. Call CMM Technology today: (+61) 1300 79 70 30.

Tags: , , ,

Mentoring Programs Supplement Alcohol and Drug Testing Program

Employee Drug Testing, Saliva Drug TestAustralia is a caring country which is evidenced by its focus on helping people retain their jobs and restore their lives when the ravages of addiction threaten to destroy people’s entire livelihoods. Australian employers play a significant role in this process because they have shown a willingness to help employees trapped by substance addictions by providing assistance in a variety of ways. For example, many employers allow employees paid or unpaid leave time while the employee attends a substance abuse treatment program.

Workplace alcohol and drug testing programs play a critical role in the overall national effort to promote harm minimisation. Alcohol is the most common drug used though most people don’t think of it as a drug. Alcohol treatment episodes accounted for 46 percent of government funded treatments in 2008-2009.  For that same time period, heroin accounted for 10 percent, cannabis for 22 percent and amphetamines for 9 percent. The remaining treatment episodes were for other types of substances.1

In addition to understanding what common substances employees are most likely to be using, it is also interesting to note that over one-third of treatment episodes were begun based on self referral. In other words, people decided of their own free will to seek counselling. Many people addicted to alcohol or drugs want help ending their addiction and then need help with staying away from the drug of choice. The drug and alcohol program instituted in the workplace detects substance use via saliva drug tests or breathalyser tests, but this program can also be supplemented with a mentoring program.

A Step Beyond

A workplace mentoring program goes a step beyond a simple policies and procedures information program. In the traditional workplace drug testing program, employees attend informational programs where the rules are spelled out concerning testing procedures and consequences if illicit substance use is discovered. Mentoring programs, on the other hand, build a framework of support and encouragement within the organisation that includes:

  • Promotion of zero tolerance workplace
  • Employees able to seek counselling service when needed without recriminations
  • Teaching employees about specific substances and their health effects
  • Employee participation in company-wide programs promoting substance abuse awareness
  • Promotion of general health and welfare of employees as a lifestyle
  • Trained co-workers able to identify substance abuse and intervene as needed (peer intervention)

Mentoring programs discourage alcohol and drug use by first teaching employees the specific dangers of substance abuse and then providing a clear path to finding assistance or treatment. The program works in conjunction with random drug and alcohol testing. Employees are full participants in the design, management and delivery of workplace educational programs. In addition, the employer mentoring program should have an established referral system so that an employee can be offered specific assistance. For example, the employer could partner with a non-profit counselling agency willing to accept self-referrals.

The difference between an awareness campaign and a mentoring program is that employees have options that encourage self-acknowledgement of an alcohol or drug problem. Rather than waiting for a workplace drug test to ‘catch’ the substance user, the employee is able to get help without loss of job.

Empowering Employees to Live Substance Free Lives

It’s a fact that up to 80 percent of drug users solve their drug related problems without professional treatment. Instead, they rely on self-help and self-initiated change.  A mentoring program empowers people to take control of their own lives, and sometimes empowerment is all that is needed for sustainable change.2 A quality mentoring program empowers employees by creating a workplace environment that provides the empowering support system people need to stay substance free or to self-initiate change in the case of addiction.

CMM Technology at works with employers in a variety of industries to establish quality alcohol and drug testing programs able to supplement workplace mentoring programs. Using accurate testing equipment is critical to promoting employee trust.


  1. Australian Institute of Health and Welfare. (2010). Alcohol and other drug treatment services in Australia 2008-09 (Drug Treatment Series Number 10). Retrieved from Australian National Council on Drugs:
  2. Major-Blatch, Lynne. (2008, October). Substance use in the 21st Century: Different or more of the same. Retrieved from Australian Psychological Society:

Tags: , , ,

Stress, Alcohol and Drugs in the Workplace Don’t Mix

Stress and substance use in the workplace have a lot in common. In fact, the relationship is so closely entwined, it’s recommended that employers include a support system for stress management as a module in the alcohol and drug testing program. The connection between stress and the decision to use alcohol and drugs is under frequent medical study, but clearly both:

  • Harm the body
  • Impact mental functioning
  • Lead to long term health problems
  • Shorten a person’s lifespan
  • Destroy the quality of life
  • Impact work performance and safety

However, the relationship between stress and substance abuse goes deeper than just have similar characteristics. Many researchers believe that stress is the trigger for people who decide to use alcohol and drug use in the workplace. In other words, stress and substance abuse can be viewed two ways: 1) as co-morbidities in which two non-related medical conditions exist simultaneously, or 2) as dependent medical conditions in which one causes the other. It can be a two-way street also, in which stress leads to alcohol and drug abuse, and alcohol and drug abuse increases mental and physical stress.

Stress in All Workplaces

Stress and substance abuse may have a close relationship, but it’s a damaging one in most cases. Throughout 2010 and 2011the Australian news has been filled with a story of an Australian special forces soldier who was found unconscious in his room after overdosing on opiates. In an interesting twist, the commando private who is called “Private D” has been given a gallantry commendation for saving a fellow soldier’s life in 2009 during a battle with the Taliban. This is a stunning case of where a national hero could also be criminally convicted in a civilian court and serves as a glaring example of how illicit drug use can impact lives.1

Pre Screening, Screening Tests, Recalibration

It is also speculated that this is a case of a hero who may have turned to illicit drugs to cope with the stress of war. When he saving his fellow soldier, it was with a concussion and burst eardrums due to the explosion of an anti-tank mine. After he was found unconscious, he was temporarily duty restricted but has now returned to full duty.  This situation led to every special forces soldier located in Afghanistan being drug tested. Illicit drugs are used by soldiers to block out unwanted feelings or memories triggered by the horrors of war.

It would be easy to write off this story as a bad example of stress and drug use because combat situations are subject to unusually high stress levels. Stress doesn’t just impact soldiers though. In 2004/2005, the National Health and Safety Commission reported that over $133.9 million in benefits was paid to Australian workers due to stress related claims.2 It shouldn’t be any surprise that there is increasing use of alcohol and illicit drugs in all workplaces, with an estimated 1 out of every 20 Australian workers using alcohol or psychoactive drugs in the workplace or right before reporting to work.3

Stress, Alcohol or Drugs?

There’s plenty of discussion on what creates stress in the workplace. Things like job boredom, heavy workload, co-worker relationship problems, deadlines, discrimination, dangerous work, and job insecurity all contribute to work related stress. These external stressors of workers conditions can be compounded by internal stressors that are physically or psychologically based. A person having problems at home is already experiencing internal stress and work conditions may only add more stress.

Stress creates tangible physical and mental reactions. These reactions include:4

  • Faster heart rate
  • Rapid breathing
  • Constricted arteries
  • Over-production of cytokines
  • Under production of certain chemicals in the brain affecting mood like serotonin and dopamine
  • Overproduction of neurotransmitter chemicals like cortisol and catecholamines
  • Shut down of digestive activity

There are other conditions that produce similar symptoms like anxiety and post traumatic stress syndrome (PTSD) which may very well be what the Australian soldier was trying to overcome with opiates. People under stress look for ways to relieve the uncomfortable feelings, and at that point alcohol and drugs often enter the picture.

Using alcohol and drugs is a poor decision made by thousands of workers, and the decision can enhance and worsen stress symptoms. Though you can have stress and then decide to use psychoactive substances, or use psychoactive substances which produce stress, the end results are the same. Stress and substance abuse work together to damage the body physically and mentally, and that damage can lead to significant safety issues in the workplace.

Keeping mind the effects of stress, consider the typical reactions of alcohol or drug use:

  • Rapid or irregular heart beat
  • Rapid breathing
  • Constricted blood vessels (certain drugs like cocaine)
  • Vasodilation (due to alcohol)
  • Higher blood pressure (drugs)
  • Lower blood pressure (alcohol)
  • Interference in production of chemicals like dopamine
  • Interference with brain region controlling memory and coordination
  • Nausea
  • Paranoid psychosis

Two –Pronged Approach

In other words, using alcohol or drugs to relieve stress will increase the severity of stress symptoms. Employers can promote a drug free workplace by implementing two policies at the same time. First, random alcohol testing and drug testing is needed to detect substance use. Second, the employer must recognise workplace stress and institute steps to minimise its presence.

CMM Technology ( supplies high quality alcohol and drug testing equipment to support a drug free workplace. Employers can choose saliva or urine drug testing equipment, in addition to specialised alcohol testing equipment designed to fit all budgets.


  1. Oakes, Dan. (2011, October 21). War hero may face drug charges. Retrieved from The Sydney Morning Herald:
  2. State Government of Victoria. (2010). Work-related stress. Retrieved from Better Health Channel:
  3. Pidd, K; AM Roche; and F Buisman-Pijlman. (2011). Intoxicated workers: findings from a national Australian survey. Addiction , 106 (9), 1623-33.
  4. UMMC. (2009). Stress – The Body’s Response. Retrieved from University of Maryland Medical Center:

Tags: , , , ,

Caterpillar’s planned drug testing ‘outdated’: Union

Drug Testing In Western Australia, Workplace Drug TestThe Australian Manufacturing Workers’ Union (AMWU) has labelled mining manufacturer Caterpillar’s drug and alcohol testing plans ‘outdated’. It has opposed workplace drug testing proposed for a manufacturing plant at Burnie in Tasmania on the grounds it was too invasive.

Plans by Catepillar to conduct employee drug testing through urine samples instead of saliva is ‘outdated’ and ‘messy’, according to the AMWU.

The union said the company seemed more intent on controlling workers’ lifestyles out of hours than in the workplace.

AMWU Tasmanian president Shane Littler said workers at Catepillar’s Bernie site were not opposed to onsite drug testing in principle but objected to urine-samples being taken.

He said other workplaces had adopted saliva drug tests (which can be conducted using reliable products such as the four-panel Oraline® Saliva Drug Test available from CMM Technology).

“Tasmania Police, other mainland forces as well as many large Tasmanian companies are using saliva tests, not urine tests,” Mr littler said.

“Our concern with Cat management’s proposed method of testing (is that it) is outdated, messy and can give false readings.

“If a saliva method of testing is OK for the Tasmanian police and other Tasmanian companies why is it not OK for a large American company?”

Heated debate

Debate over whether employers should use saliva or urine samples to conduct workplace drug testing has been a point of contention between unions and company management.

A recent case before Fair Work Australia involved mining contractor HWE and the Construction, Forestry, Mining and Energy Union. It centred on the rights of HWE to continue to use urine drug tests despite the availability of an Australian Standard for saliva drug tests.

Fair Work ruled in favour of the mining contractor and accepted claims that saliva tests had shortcomings which could impact on safety in some workplace environments.

Urine and saliva drug testing can identify the presence of drugs at different concentrations and will detect drugs such as cannabis at various stages after use. Other issues to consider when deciding between saliva and urine based testing include:

  • The cost of drug and alcohol testing for the different sampling methods;
  • The availability of drug test equipment; and
  • Ensuring samples are not switched or altered (chain of custody is generally easier when collecting and testing saliva samples);

Leading drug testing equipment supplier CMM Technology said the decision over whether to use urine or saliva for drug testing purposes needed to be decided on a case-by-case basis.

“There’s no one solution that’s right for every workplace,” director Murray Simon said. “The most obvious advantage of an oral sample over testing a urine sample is ease of collection and a reduced risk of tampering.

“Urine tests have high detection rates, and new technology such as our synthetic cannabis urine test is keeping on top of newer drugs and those trying to cheat onsite drug tests.”

For more information about drug testing equipment contact 1300 797030 or email


Tags: , , ,

Drugs and alcohol: Testing times for young workers

Alcohol Test, Drug Testing, urine drug testShowing up late for work particularly on a Monday, appearing unkempt or smelling of alcohol or drugs are all early warning signs. Volatile behaviour toward co-workers and lethargy may also be apparent. Today we look at national guidelines for tackling suspected drug and alcohol problems in young workers.

Young workers showing erratic behaviour, performance and appearance at work may be suffering from drug or alcohol use.

Guidelines for dealing with suspected drug or alcohol problems in a young worker have been published by the National Centre for Education and Training on Addiction.

Young Workers and Workplace Safety: Guidelines for Managing Alcohol and Other Drug Risk recommends counselling a young worker using a three-stage approach dubbed ‘constructive confrontation’. This includes three interviews – the first to ‘advise’ of your concerns, the second to ‘caution’ of the consequences and the third to ‘confront’ with an ultimatum.

A written transcript of each interview should be kept and examples of unacceptable behaviour provided to the worker in writing.

Developing minds

Young workers (aged 16-19) are over-represented in workplace injury statistics and the report saysinexperience, developing cognitive skills and use of drugs and alcohol tests their ability to work safely.

Workplace safety must always be the key consideration, for both the young worker and co-workers. If suspected drug or alcohol use presents an immediate risk the worker should be safety removed from the worksite and transport arranged for the worker to go home.

A drug and alcohol test would be appropriate if company policy includes on-site drug testing. Alternatively it may be suggested that a worker attend a doctor to have their fitness for work assessed.

Research supports using two-way communication to engage a young worker in the process.

“Young workers may not have a fully-developed ability to accurately read facial expressions and body language,” the report says. “Shouting, being too critical, or ignoring what the young worker is saying may result in them turning off. If a young worker believes that their supervisors care about them, they are more likely to respect and respond to their supervisor’s advice and instructions.”

A drug-free workplace is essential for productivity and safety. The report recommends:

  • Avoid using words such as ‘drunk’ or ‘stoned’;
  • Do not argue – stick to the facts; and
  • Be firm, especially if you need to remove a young employee for the worksite. Organise transport home and inform them you will discuss the situation when they return in a safe state.

“Alcohol and drug use outside of working hours can also increase risk to workplace safety and productivity,” the report says.

“By documenting all stages of the constructive confrontation process and showing that a fair and considerate position has been taken there may be fewer difficulties with any unfair dismissal legislation.”

Teenage workers can present unique responsibilities, challenges and opportunities. Developing a company drug and alcohol policy is an important first-step in providing a safe, drug-free workplace. If you are considering employee drug testing it is worth talking with experts in the field of drug testing. In Western Australia leading drug test equipment suppliers CMM Technology have the most advanced solutions to onsite drug testing.

For more information contact 1300 797030 or email


Tags: , , ,

Problem drinking puts extra workload on co-workers

Recalibration, BreathalyserA co-worker who doesn’t pull their own weight is a burden in any workplace. New Australian research has shown that too many Australian workers are being forced to cover for a workmate with a drinking problem.The research adds weight to calls for increasedalcohol testing in workplaces.

Almost one in 10 Australian workers has been impacted by a co-worker with an alcohol problem, according to the latest research.

A 2010 survey of 1677 Australian workers published in the Medical Journal of Australia has reported that eight per cent of respondents had been “negatively impacted by a co-worker’s drinking” in the past year.

The research has uncovered some of the hidden effects of excess alcohol, testing Australian workers’ tolerance by increasing workloads and safety risks.

Researchers Dale and Livingston found 3.5 per cent had worked extra hours to compensate for a co-worker’s alcohol consumption.

More than four per cent reported that their ability to work had been compromised by a co-worker’s drinking in the past year.

The research supports a growing trend toward drug and alcohol testing in workplaces, both in Australia and overseas. While motorists have become familiar with breath alcohol tests, the introduction of drug and alcohol tests in work places has not been without resistance.

However, the weight of safe work requirements has made alcohol testing common practice, particularly in heavy industry worksites including transport, construction trades, mining and manufacturing.

National Centre for Education and Training on Addiction (NCETA) researchers believe the correlation between alcohol and drug use and workplace productivity has traditionally been hard to quantify.

Previous research, mostly based in the US, had been inconsistent but two recent Australian studies (including the Dale and Livingston survey) have tackled the issue at the coal face.

By interviewing workers and not just top-end management the extent of the problem has become more evident.

A survey of nearly 5000 Australian railway employees in 2000 found that almost 20 per cent reported having helped out a workmate with a drinking problem. The most common issues identified were:

  • Absenteeism;
  • Health problems;
  • Poor quality work
  • Poor safety measures.

An alcohol and drug free workplace not only improves productivity, but also reduces the stress on co-workers – many of whom would like to see the introduction of an alcohol and drug test. Osborne Park-based CMM Technology is a leading supplier of drug testing products in Western Australia. For more information about screening tests contact 1300 797030 or visit


(from Workplace Drug Testing: Evidence and Issues download)

Tags: , , ,

Landmark Fair Work decision supports drug and alcohol testing

Workplace Drug Test, Employee Drug TestingThe role of drug and alcohol testing has been strengthened by a landmark Fair Work Australia decision. A dispute over proposed testing of workers subcontracted to a major highway construction projectcast scrutiny over the rights of employers to conduct workplace drug tests.

Fair Work Australia has found that drug and alcohol testing in Australian workplaces is legal, even if it has not been spelled out in employment contracts.

The Full Bench of FWA found against a union-led case to prevent workplace drug testing at a civil construction project.

The decision was handed down on October 7, 2011 and strengthens the legal rights of an employer to insist on employee drug testing as part of OHS and duty-of-care requirements.

The case

Wagstaff Piling Pty Ltd; Thiess Ptd Ltd v Construction, Forestry, Mining and Energy Union 2011 FWAFB 2892.

Major Australian construction, mining and services company Thiess required its employees and subcontractors to submit to random drug and alcohol tests under its comprehensive Fitness for Work policy.

When Thiess engaged engineering firm Wagstaff Piling as a subcontractor, it told its workers they would be required to undergo screening tests.

In May 2011 the Construction, Forestry, Mining and Energy Union (CFMEU) told Thiess management that Wagstaff Piling employees were not expressly covered by the policy and would not submit to any on-site drug testing.

The dispute went before the Victorian Building Industry Panel, with 13 subcontractors arguing the drug and alcohol testing was in breach of relevant enterprise agreements. The main argument was there was no express reference made to drug and alcohol testing.

The Panel recommended alcohol and drug testing on the construction project cease. The case was then brought before Fair Work Australia which also found that drug and alcohol testing should not legally continue.

The appeal

An appeal was made to FWA on the grounds that workplace drug tests were required to meet OHS and welfare requirements. Wagstaff Piling argued that while drug and alcohol testing was not expressly permitted under the Victorian Building Industry Alcohol and Other Drugs Policy, neither was it prohibited.

The Full Bench found in favour of Wagstaff on the grounds that the lack of clear inclusion in industry policy and enterprise agreements did not lead to “a conclusion that… such testing is not permissible”.

Powerful precedent

The Full Bench decision sets a significant precedent, clearly acknowledging that mandatory drug and alcohol testing is a lawful and reasonable requirement even when not expressly contained in enterprise agreements.

Stricter OHS laws are arguably the impetus behindincreased employee drug testing, with the benefits outweighing the cost of drug testing.

Leading Western Australia-based alcohol, drug testing equipment supplier CMM Technology provides effective and non-intrusive testing solutions. For more information contact 1300 797030 or visit


Tags: , , ,

Turning A Blind Eye

Recalibration Service, Drug Testing In Western AustraliaThis article is about employee preferential treatment, and whether or not it is correct or advisable behavior on the jobsite. On the one hand, treating top trusted employees with greater confidence and giving them more responsibility is valuable in instilling motivation and a sense of higher quality work in your employees. On the other hand, this can be seen as discrimination or unjustly preferential treatment from the point of view of employees who are not “preferred.” Turning a blind eye to preferential treatment could be seen either as a form of corruption or as a form of free market capitalism, where every individual is judged by their specific performance. After all, how does one institute raises or promotions without paying attention to who your best employees are?

It can be difficult to navigate these waters in a way that holds the best interest for both your business and for your non-promoted employees. You still want your company to grow, but you also still want to be fair and treat everyone according to their needs and talents. An article by Carolina Gomez and Benson Rosen describes the nature of employer-employee trust and relationship building. Employees who trust their managers and executives more tend to feel more job satisfaction and pride in their own work. This trust builds feelings of self competency, which in turn affect greater quality and higher productivity. When managers also feel this trust, employees experience a great sense of empowerment, which spurs their creativity and loyalty to their jobs. Employee empowerment is also responsible for building a greater sense of control over their lives and over their workload, which in turn leads back to intense and continuous job satisfaction.

Clearly, this mutual trust is important between managers and lower level staff members. Without it, creating loyalty is a struggle and may not occur at all. Fortunately, drug and alcohol testing enables managers to see the viability of their subordinates, and it allows subordinates to prove their efficacy to their managers. While workplace drug testing is not the whole picture, it is definitely a crucial part of building this two-way trust. Contact CMM Technology today for more information about employee drug testing: (+61) 1300 79 70 30.

Tags: , , ,

Societal Values

breathalyser,lion alcoblow, drug free workplaceSocietal values change over time. What was considered appropriate fifty or two hundred years ago are not necessarily considered appropriate today. At one time, marrying your cousin was a sign of breeding within two or three high class families and it was considered an appropriate thing to do, especially among the wealthy. Today, even remotely familial marrying is considered slightly (or more so) questionable. Over time, things which were not considered polite or respectful are now used as necessary parts of our everyday lives. At one time, drug and alcohol testing in the workplace had been considered a violation of privacy, and yet today nobody truly minds being asked to take a drug test or to use an alcohol breathalyser device. This is because it is widely used to determine if an employee is fit to work, is competent, and whether or not they are a potential danger hazard. At one time, a man’s (or woman’s) promise was as good as a signed contract. If an individual broke their promise more than once in the same area, they were discredited by reputation and were deemed a dishonest, not-to-be-trusted citizen. Today, legalities determine what is appropriate and what is not, and our ability to scientifically test for drugs and alcohol within a person’s system has become very handy to many companies.

The fact is, drug abuse and alcoholism from an employee does, indeed, discredit the company for which they work. With so much awareness of the symptoms of drunkenness and drug influence today, even clientele may be aware of this situation when they come in contact with it. Whatever the case, the employer should not have to take the brunt and possible loss of revenue due to such disrespectful behavior. There are very few societal values which would give leniency with regard to drug addiction or alcoholism, especially within a place of business. Customers should always feel safe and secure when conducting their daily transactions, and workplace drug testing is part of this assurance. If not for the customers, employee drug testing should at least be implemented for the safety of your employees. Coworkers should never be in a position of danger or harm due to a fellow coworker. Contact CMM Technology today in order to find out more about workplace drug testing: (+61) 1300 79 70 30.

Tags: , , ,

Playing the Lying Game

Drug Test, Drug TestingEmployees can be dishonest and when this occurs, it can be a liability to the company depending upon how they act on or deal with this dishonesty. Even a little dishonesty when communicating information can leave people in charge with the incorrect idea or understanding of what is going on and what should be done to deal with it. Dishonesty is most often engaged in when an employee feels that their reputation or job or integrity is threatened and they seek to cover this up. People lie to gain, to cover, or to protect. On the jobsite, the most oft used reason is to cover incorrect actions or lack of appropriate action. Often, this is given in the form of an excuse after the fact, but sometimes, lying is used before the fact when the employee is able to make sure that their actions do not affect the company itself or other coworkers. For example, giving excuses after receiving a negative drug test is bad. Lying about being clean, followed by causing harm or danger to others while under the influence, is much worse. Dishonesty must be dealt with appropriately, or one employee can cause a great deal of destruction to the entire company. This is why drug and alcohol testing is such a wonderful solution for your business. It validates which employees are taking their jobs seriously and which are liabilities on the jobsite.

Businesses which face large losses due to dishonest employees are somewhat covered by insurance. Usually, these claims cover loss due to a thief which happens to be an employee. However, there are many things which you can do to protect your assets in the first place, before this becomes a problem. Employee drug and alcohol screening is one of the best ways you can maintain control over how your business is run, and keep an eye on how progress is coming along. Dishonesty may be inevitable in your staff members, simply because they are human. However, a good drug and alcohol testing program at work will ensure that everyone stays safe and clean and competent to perform their job duties. Call CMM Technology today: (+61) 1300 79 70 30.

Tags: , , ,