Question: We are a contract firm and have a worker who is working as an apprentice at another employer’s worksite. He is working in a high-risk area and has been identified as possibly being under the influence of drugs or alcohol a number of times.

We are currently developing a fitness for work policy which will cover aspects of being under the influence of alcohol and/or drugs of impairment.

However, as we do not currently have a drug and alcohol policy in place, it has been difficult to make the worker undertake a test when he has denied these allegations. Can we incorporate a drug and alcohol testing component in a fitness for duty assessment?

The worker is currently on leave due to being unfit for work, but has not admitted to any drug or alcohol usage.