COMPANIES should institute random testing for drug and alcohol abuse for its employees, occupational health consultant Dr Carol Bhagan-Khan, has advised.

"There must be zero tolerance for alcohol on the job," she said.

She was speaking on steps employers could take to address the breathalyser legislation at the Chamber of Industry and Commerce breakfast meeting "The Breathalyser and You" yesterday at its Westmoorings office.

She advised these tests be done through urine samples, which was non-invasive, and be included in the contract for new employees and current employees notified via circular.

She said that if employees refused, as they are legally allowed to, they should state the reason. Bhagan-Khan, also an attorney and wife of San Juan/Barataria MP Dr Fuad Khan, noted that employers were restricted by invasion of a person's privacy which was their constitutional right.

She advised that when employees refuse the tests, but the employer continues to see signs of alcohol or drug abuse, the employee should be confronted. She pointed out that frequent sick leave offenders should be observed carefully as they could be recovering from a hangover.

Bhagan-Khan said these suspected employees and those who fail the test should be provided with counselling and the Employee Assistance Programme made readily available.

She further advised that there should be penalties for failure of the test, which could include a poor record or loss of commissions, but termination should be the last measure.

Another panelist, managing director of security solutions firm Precision Point Caribbean, Quincy Hunte, said this country was one of the highest consuming nations of alcohol and cultural characteristics made it acceptable locally to drink on the workplace. He recalled visiting a major national distribution company last Saturday and seeing drivers standing around having beers.

He said it was not only important to safeguard staff from injury or death but to also protect the brand or company image. Hunte noted that if an employee was intoxicated and hit someone "that has a greater impact to my brand than having the impact of all the goodwill I have had out there in marketplace."

He said combatting the problem will minimise liabilities, reduce workmen's compensation, enhance the company's safety track record and reduce employee substance abuse.

He said there were helpful technologies such as the Breath Alcohol Ignition Interlock Device which would randomly request drivers to submit to a breathalyser test. If they fail the test or fail to comply the vehicle would be immobilised.

"Technology can assist in minimising intoxication on the job site but...proper education and prevention is what will assist the most in...preventing these types of issues," he said.

Organisational development consultant, Anthony Watkins, noted that in the local "Rum Till I Die" culture, companies must set up clear policies on drug and alcohol and these should be developed with inclusion of employees' views.

He noted that the policy needed to be supported by procedures and the ultimate coercive factor was leaders setting an example.