Wednesday, March 20, 2013

Presenting Drug and Alcohol Programs for Worker Well-Being

A workplace alcohol and drug policy is as much as about raising awareness and educating employees as it is about establishing guidelines, rules and procedures. Sometimes employees view alcohol and drug policies and drug testing as formalized documents that allow employers to play ‘gotcha’. This leads to worker resistance, low morale, incessant complaining, and even lawsuits, when the real purpose of the policies and procedures is to create a safe and healthy working environment. How the workplace drug and alcohol policy and testing program is framed and presented has a big influence on how well it is accepted. Employers who present their programs in a positive light can promote greater employee acceptance and support and promote a productive workplace culture.

Psychologists have determined that employee morale significantly influences workplace outcomes. The four major key cultural elements creating a foundation for positive employee moral are clarity, learning, engagement, and empathy. Within each of these elements are activities that determine the quality of the workplace environment. Workplace cultures that are the most motivating are built on leadership that sets clear goals and expectations (clarity); provides feedback, development and coaching (learning); empowers employees and develops teamwork (engagement); and provides support and role modelling (empathy).1

Health, Safety and Well-Being of Workers

All of these factors can lead to positive outcomes because they encourage employees to be participative and take responsibility for their actions. Drug and alcohol testing programs can be presented in a negative or positive way. For example, if the employer presents the random testing program as an important means of developing a healthy and safe workplace, employees are more likely to internalize the positive aspects. Strong leadership that presents alcohol and drug policies and testing programs as a positive method of ensuring each employee’s safety rather than as a basis for termination, worker concerns about its ultimate goals are eliminated.

Employees will ideally view drug and alcohol testing as a means of identifying workers posing a safety risk in the workplace. However, they should also view it as a way to identify those co-workers who need assistance. Anyone using drugs and alcohol in the workplace is probably addicted at some level and experiencing a lot of turmoil in their lives. That turmoil may be due to family problems, money concerns, work problems, or the problems associated with addiction itself. When the drug and alcohol policies are presented as safety and health policies, they become one component of an organisational effort to protect workers and develop a workplace safety culture. When workers view drug and alcohol testing as a positive activity that provides personal protection, they are more likely to accept personal responsibility for their own behaviours.2

Business Teams Must Work Together

Though employees must accept responsibility for their actions in the workplace, employers have responsibilities also. One of those responsibilities is ensuring that all workers are aware of the policies and procedures. This also promotes positive attitudes because everyone is informed and embraced as a member of the business team. Over time, the policy and procedures need to be regularly revisited to determine they are producing anticipated outcomes. If there are high rates of drug use or alcohol abuse, then clearly the education and awareness program is not working.

Mediscreen ( offers 24-hour drug and alcohol screening services to Australian employers. The ability to serve employers in any location means the program policies and testing program can be implemented in any area desired. 

This article has been taken from

Peer Expectations Influence Workplace Alcohol Use

We know that children and teenagers experience peer pressure and end up doing things they would not otherwise. We also like to think that they outgrow the propensity to succumb to peer expectations as adults, unless it is to their advantage. Unfortunately, that is not true. Peer pressure often drives adult human behaviour as much as it does youthful actions because most people want to cooperate and feel accepted.

A good example is the expectation that Australians drink, and that has created a drinking culture noticeable on holidays, during social occasions, at office parties, during impromptu after-work gatherings, on weekends, and after work. People who do not drink during these times are often viewed as being uncooperative, unfriendly or judgemental, and that is a consequence of living in drinking culture. One out of five Australians indulge in short-term high-risk drinking or binge drinking and 72.6% drink regularly, reflecting a culture driven by customs, habits, norms, images, easy availability, marketing, and so on.1

It is impossible to cleanly separate the social environment from the workplace culture. People develop attitudes towards alcohol in their personal lives and subsequently carry those attitudes into the workplace. The workplace culture then influences whether an employee’s social attitude towards alcohol leads to alcohol consumption in the workplace or at work-related events. In Australia, drinking is more than just accepted. It is a cultural practice, meaning it pervades people’s lives. From that perspective, the workplace setting is a component of the larger culture, so having an impact on drinking behaviours must take into account what factors influence alcohol consumption outside the workplace.

Overlapping Cultures

It is not the employer’s responsibility or right to know what workers are doing when they are not working. The labour groups have vigorously fought for the right to privacy, requiring judicious use of drug and alcohol testing. However, workplaces are microcosms of the broader culture, and as such they are viewed as subcultures that either promote or discourage drinking. Though the workplace culture is separate from the broader community culture, they overlap in areas of personal values, behaviours and norms. They also overlap in that workers frequently become friends and share leisure activities together that include drinking. There are many familiar examples of how the subculture expresses itself.2

Workers feel pressured to join in end-of-the-week drinking events, even if they do not normally drink

Laissez-faire management attitude towards drinking in the workplace despite strong policies and procedures

Workers as a group support alcohol consumption outside the workplace as a way to cope with workplace stress

Workers show tolerance for co-workers drinking at the workplace

Drinking together as a workgroup is seen as a sign of social solidarity

Work related celebrations and events (promotions, retirements, office parties, conferences, business lunches, etc.) always include alcohol consumption

Management has a major influence on how the workplace culture develops. Management practices can have the effect of promoting an alcohol tolerant workplace culture, even if that is not the intent. For example, managers that overlook drinking incidents because meeting production quotas is viewed as more important is sending a message of tolerance. It also sends a message that the manager cares less about workplace safety than about profit. Managers who fail to develop formal drug and alcohol policies and do not institute random drug and alcohol testing programs are promoting the continuation of the workplace culture that supports drinking. Companies that hold office parties at pubs or make alcohol available at office holiday parties are promoting alcohol consumption as an acceptable worker practice. This is often where the workplace subculture and the broader community culture collide because parties held off-site are viewed as personal, but the attendance of workers and managers serves to solidify a workplace culture of alcohol acceptance.

Changing Peer Expectations

Changing a workplace drinking subculture first requires management recognition that it even exists. There must be formal drug and alcohol policies and procedures and a random testing program initiated. However, these actions must be supported by education and training, elimination of alcohol at work related events, and zero tolerance for workplace alcohol consumption. Managers and supervisors should not join staff members at end-of-the-week drinking sessions or pay for alcohol at business luncheons. Anything the management does to support alcohol consumption contributes to workplace drinking subculture. Through education and training, peer expectations can change and that can relieve peer pressure to drink when the consequences are fully understood. In other words, the goal is to create a culture in which peer expectations are that drinking is not going to occur.

The reality is that employers are not interested in worker habits related to their personal lives, unless alcohol or drug use during off-time impacts the ability to safely complete work duties. Ideally, workers will recognise when their own safety or the safety of others is jeopardised by personal drug or alcohol use or use by co-workers and will report to the employer before someone is harmed. That will not happen unless the workplace subculture is intolerant of the risks presented by worker alcohol consumption and workers know the employer will be supportive as they exercise their duty of care.3

Mediscreen at can conduct drug screening 24-7 and services are suitable for all industries and locations throughout Australia. Screenings play an integral role in promoting a zero tolerance workplace culture. 

This article has been taken from

Monday, March 18, 2013

Nature of Work Shapes Alcohol Abuse

Alcohol consumption in the workplace is more common than employers like to admit. Though widespread worker use characterises the Australian work environment, there are some industries in which it is more prevalent than others. The employment factors influencing the amount and frequency of consumption include workplace stressors, workplace culture, and environmental conditions. From this perspective, alcohol testing programs are risk management strategies to support the employer’s duty of care to promote workplace safety. Understanding that some industries and some jobs are more likely to lead to alcohol abuse plays a role in determining how best to implement alcohol policies and procedures.

Alcohol consumption in the workplace or employee alcoholism (addiction) presents a number of problems. Workers under the influence are more likely to have or cause accidents and are less productive. Chances are they also do less accurate work, make poor decisions, and experience relationship problems with co-workers. People who drink excessively during weekends or the hours leading up to a work shift and come to work with a hangover pose the same risks.

Alcohol as an Emotional Crutch

A number of studies conducted over the years have determined that the nature of work has as much influence on a worker’s propensity towards alcohol abuse as personal lifestyle. Work that is boring, low level, repetitive, and closely supervised can lead to worker dissatisfaction and powerlessness, and alcohol becomes a way to relieve the feelings. Workplaces that create a sense of alienation contribute to feelings of powerlessness also, creating job dissatisfaction and increasing work stress. Other job factors identified by a variety of researchers include:1

Poor work team attitudes

Long working hours

Isolated working patterns

High mobility

Job insecurity

Shift work

Job stress (including high risk of injury)

Low levels of peer accountability for work performance

Further, the occupations where employee drinking is most frequently found are unskilled staff, construction, trades, financial services, clerical, salespersons, and hospitality. Numerous studies conducted over the last 10 years involving specific industries and occupations and reporting high workplace drinking rates include police officers, transport workers, navy personnel, and miners. Past studies have also found that white collar or professional workers were more likely to use alcohol because they have more and easier access whilst working. These types of workers are more likely to have expense accounts and work meetings involving alcohol.2

Encouraging Participation in Policy Formulation

Clearly, the message is that the reasons people use alcohol in the workplace are complex and varied and that alcohol use is found in most industries and most occupations. Powerlessness appears to be a major factor in any industry. Unskilled, skilled, white collar, and blue collar workers that feel they have little or no opportunity to participate in workplace decision making are more likely to consume alcohol.

For this reason, it is recommended that employers develop alcohol and drug policies that include employee input. That is a first step in encouraging workers to accept ownership of the policies. Employers do not give up their duty to develop policies, but encouraging input from a team of workers representing various occupations and departments can be instrumental in more rapid and widespread adoption of the policies by the organisation’s members.

Random alcohol testing and drug screening is a critical component of a workplace safety program. Mediscreen at offers automated testing schedules and blanket onsite testing protocols that helps provide employers the assurance they are doing everything possible to maintain a fair and effective program.

This article has been taken from

Sunday, March 17, 2013

A Global View of Substance Abuse

Sometimes it is beneficial to just step back from the local or regional focus and assume a world view. This gives a broader perspective and confirms that Australian employers and public organisations are not alone in their efforts to stop the tide of alcohol and drug abuse. This follows the lead of the World Health Organization (WHO), which studies global trends related to health issues.

Focusing for the moment on alcohol consumption, in 2012 WHO reviewed the status of alcohol and health around the world, and reported surprising and not-so-surprising information. The highest consumption rates are not surprisingly found in the developed countries, and that includes Australia. Also not surprising is that drinking to intoxication and binge drinking are rising in the adolescent and young adult population.

Alcohol abuse is usually thought of as ‘alcoholism’, and there is a tendency to stop there. So what may be surprising to some reading the WHO report is that alcohol is not only one of the world’s leading health risks in poor and developed nations, but is also associated with over 60 major diseases and injury types as a causal factor. From an employer’s perspective, this is extremely disturbing because both relate directly to the health of the workforce and workplace safety. Here are some more eye-opening statistics:1

4% of all worldwide deaths are alcohol related 
The leading risk factor in the world for death amongst 15-59 year old males is alcohol 
Alcohol cause 20-50% of all cases of cirrhosis of the liver, poisonings, 
epilepsy, cancer, violence, and road traffic accidents 

The Harm of Social Harm

In Australia, 10 million people out of 21 million have been negatively impacted by a stranger’s alcohol consumption. That is almost 48% of the population. The WHO calls this factor ‘social harm’, in that the alcohol consumption causes harm to the health and well-being of others. This includes events like a pregnant woman harming a foetus, but it also includes acts of violence, like one worker attacking and injuring another. In the survey conducted by WHO, over 617,000 Australians said they had been affected a little or a lot by a co-worker’s drinking. In addition, over 4 million Australians had been affected by a family member or friend’s drinking, which often carries over into the workplace. Harm to society is measured in many ways. Drinking may impact productivity and the financial success of a business, which in turn harms the community.

Alcohol is certainly not the only substance issue. About the same time the WHO report was published, the results of an interesting study of the waste water of 19 European cities was released. Using urinary biomarkers to detect cocaine, ecstasy, cannabis, amphetamines and methamphetamines in urban waste water, researchers learned cocaine consumption in the Nordic countries is low, and the highest cocaine consumption is in Antwerp. North and northwest Europe has a higher rate of methamphetamines. Holland had the highest rate of cannabis consumption.2
In This Together

Clearly, alcohol and drug use is a global issue and not just an Australian or European or North American issue. Having a global perspective gives employers a better understanding of the importance of having well-developed drug and alcohol policies and of consistently administering a random drug alcohol testing program. Substance consumption can bring extensive harm to a business, family, or community, and that is precisely why a substance free workplace is so important.

Mediscreen ( offers drug and alcohol testing and screening services that can be readily adapted to suit employer needs. Employers and Mediscreen will work closely together to ensure testing requirements are met in a way that is efficient and affordable.

This article has been taken from

Friday, March 15, 2013

Refusing to Acknowledge Substance Dependency is Common

The National Drug Strategy 2010-2015 identified a number of emerging trends concerning drug and alcohol dependency. They include increasing harms from cannabis, high demand for amphetamines, increasing use of cocaine, appearance of a number of new analogue drugs, higher rates of poly-drug use, and pharmaceutical drug abuse. In addition, alcohol use at an earlier age is leading to higher rates of alcoholism and more drug use as people seek new ‘highs’. Why do people want to get high? The reasons are varied but typically include the desire to escape stress, peer pressure, feelings of social isolation, and managing difficult family life or issues.1

One of the first facts of addiction the report points out is that anyone is at-risk. Employers cannot make any assumptions based on characteristics like gender, age, ethnicity, cultural background, or even natural disposition, which is precisely why random drug and alcohol testing programs in the workplace are so vital. However, some people are more likely to become addicted for complex reasons like brain chemistry or mental illness, and a perverse enjoyment of risk taking. The question is: What happens after addiction? Why do some people voluntarily seek treatment, whilst others refuse to admit they have a substance dependency?

There is No Problem

One of the common statements heard once a co-worker’s alcohol or drug addiction comes to light is that fellow workers tried to tell the person to get help before their job was jeopardised. The typical addict response is denial that a problem even exists. Dependent people ignore what everyone else can easily see and thus refuse to consider treatment.

To truly understand why substance dependent people refuse treatment, it is necessary to first recognize the features of dependency. They include a craving or compulsion, experiencing withdrawal symptoms when substance use is stopped, failed attempts at cutting back on substance use, and the need for more and more drugs and alcohol to experience the desired effects. In many cases, people who are dependent on drugs or alcohol are continuing use, rather than getting help, because the drug becomes the most important thing in their lives. It is more important to do drugs than spend time with friends or show up for work.2

The worker who continues to get drunk at office parties or who spends most off-time searching for and using drugs needs help. Some people refuse to admit a problem even after losing their jobs as a result of a positive random drug and alcohol test. Given Australia’s public support for harm minimisation, most workers voluntarily admitting addiction will be given the opportunity to receive treatment and to return to a job. Instead, many people live in a private hell of their own making that eventually turns into a public disaster.

Poor Reasons for Avoiding Treatment

The reasons people refuse treatment are as complex as the reasons dependency develops, and most of the time there are multiple reasons involved. Some addicts simply continue telling themselves that they have everything under control, so do not need treatment. Denial is a common trait of substance dependent persons. Their thought processes run along the lines of, “I don’t have a problem and can manage my own life and job. Everyone needs to leave me alone because they are wrong about me. When I want to stop, I can do so. But I don’t want to stop because drugs help me manage the stress in my life.”

Of course, there are substance dependent people who refuse to get treatment because of fear they will lose their job or make it impossible to get a job in the future. Personal finances can play a role, if the cost of treatment seems prohibitive. In addition, a fear of stigmatisation keeps people away from treatment. Treatment programs cost money or an employee may have to take time off from work without pay in order to attend a program. Some workers simply tell themselves that the whole situation is hopeless and treatment will not help. They have forgotten what life was like before addiction.

Employers are Critical Players to End Addiction

As the Australian federal and state agencies continually point out, employers are critical players in the fight to end drug and alcohol addiction. Random drug and alcohol tests help identify workers who present safety hazards. However, in many cases, workers discover that employers are willing help, if the worker will enter treatment. It is likely that those workers who do agree to treatment can be rehabilitated and continue to be productive employees. Discovery of addiction can actually become a catalyst for seeking treatment. It is much more difficult to deny a positive drug or alcohol test in the workplace than accusations from friends or co-workers.

Understanding that dependence is a physical and psychological state, employers that develop comprehensive drug and alcohol policies should also offer information that sets a clear path to treatment. For example, they may have a treatment program referral system in place, agree to hold a position open for workers who complete a treatment program, or offer Employee Assistance Programs (EAPs).

Drugs and alcohol are the bane of modern society. It is incumbent on Australian employers to use only the highest quality drug and alcohol screening services to first detect substance abusers, and then offer a plan of action for rehabilitation. Mediscreen at offers state-of-the-art drug screening services to a variety of businesses working to maintain drug free workplaces. 

This article has been taken from

Wednesday, March 13, 2013

DMAA Revisited One More Time

On August 8, 2012, 1,3 dimethylamylamine (DMAA) was added to the Australian Therapeutic Goods Administration (TGA) Appendix C of the Standard for the Uniform Scheduling of Medicines and Poisons (SUSMP). Originally used in nutritional products as a supplement, consumer use over time proved it has psychoactive qualities for some people and so was barred from sale and use. Because of its inclusion in Appendix C (medicines and poisons) rather than Schedule 9 (illicit products typically abused), it is not considered an illicit drug, meaning those who possess it in weight loss and sports nutrition products purchased before August 8, 2012 are not in possession of an illegal substance. However, workers using the products present a workplace safety hazard because there is no way to predict the results.

The issue should be laid to rest by now, but various interested parties, notably supplement manufacturers, continue to report that DMAA is a natural product, as opposed to a synthetic one. When DMAA was first introduced as a natural stimulant in products, it was marketed as being extracted from Chinese geraniums. Marketers like to use “Chinese” in the description of supplement product because it implies ancient knowledge and practices are being adapted to modern formulas. The implication is that, if the Chinese have used a substance safely for thousands of years, it must be safe and effective for humans today.

DMAA sometimes shows up in drug tests because its chemical composition is similar to amphetamines. In addition, people using products with DMAA may be taking other prescription or illicit drugs, and there is no way to know how these substances and DMAA are interacting. If something is coming from geraniums, then how does it drug test like an amphetamine? That is the controversy that continues to pop up despite the TGA’s action. It is suspected that DMAA users and retailers are keeping this story alive because they are planning on developing similar, but new, stimulants that are “Chinese” and “natural.”

Testing to Find the Truth

Almost all DMAA is synthetic. A comprehensive laboratory controlled test conducted in July studied two different synthetic DMAA substances in terms of concentration and chemical form found in 13 different supplements. The results clearly showed that the molecular formulas (stereoisomer’s) were identical, giving them a baseline. The researchers then studied eight commercial products made with geranium extracts, with the extracts coming from various Chinese and Middle East areas. The results indicated that no DMAA was detected in the products made with geranium extracts.

A recent USPlabs funded University of Memphis study reported around the world, including in Australia, indicated that DMAA was detected in some select varieties of Chinese geranium.2 USPlabs is the company that sold DMAA supplements and naturally was unhappy when DMAA was barred. However, the select varieties are not commonly found, meaning there would not be enough available for mass production. That is most likely why supplement manufacturers were using synthetic versions.

Since DMAA has already been barred from use and sale, why even discuss these newest post-TGA decision studies? As mentioned, it is still being used by workers who have unused product in their homes. More importantly, DMAA is a good example of the public effort to keep synthetic, natural supplements safe for consumers and to keep workers from unintentionally using unsafe products while working. Touting a natural substance as safe when it can test positive like an amphetamine and cause psychoactive side effects is unacceptable. Thirdly, employers need to stay as informed as possible about synthetic drugs, so workers can also be kept informed also through workplace drug and alcohol awareness programs.

More Questions Than Answers About the Next Supplements

Staying ahead of synthetic supplements requires ongoing effort. DMAA has been barred, but a new product is taking its place called dendrobium. Dendrobium comes from dendrobium nobile, which is a Chinese orchid. It is a recognized as a legitimate dietary ingredient that can increase energy levels and promote rehydration, so is used in popular pre-workout supplements. That sounds harmless enough.

However, in March 2012 a class action lawsuit was filed in the United States in the belief that the manufacturer of dendrobium containing supplement Craze actually contains synthetic amphetamine drugs called phenylethylamines.3 Available online to Australians, the same questions must be asked that were asked of DMAA. Will its use lead to some workers testing positive for amphetamines during drug testing? Are there long-term side effects that could jeopardise workplace safety? Will TGA now have to spend months studying the newest supplement to determine if it contains amphetamines? Currently, TGA identifies dendrobium nobile as a plant that can be used in listed Australian medicines, but it is also subject to import-export restrictions. Dendrobium nubile is listed on the Convention on International Trade in Endangered Species of Wild Flora and Fauna.

The drug world is highly complex, which is why it is so important to use a reputable and experienced company like Mediscreen ( Mediscreen offers a 24-7 helpline and drug screening so that employers can easily obtain confirmation drug testing as needed. 

This article has been taken from

Sunday, March 3, 2013

Getting a D&A Testing Policy Off the Ground

Everyone agrees that maintaining a safe workplace is good for business because it keeps people safe and healthy, improves productivity, and reduces operational costs. In fact, keeping a workplace safe is an employer duty of care, and it does not matter if it is a large or small business. An important safety consideration is a drug free workplace. However, corporations can afford to pay attorneys and have managers with a small army of staff who can assess risks, develop and write policies, and hold elaborate training programs. The small business usually does not have those kinds of resources, yet it is just as important that it have a workplace drug and alcohol policy in place.

The next logical question is: How does a small business begin to develop a policy within a limited budget and resources? The answer, of course, is to rely on the quality programs already written and available. They can be used as guides or templates and then adapted to the business. The first step is to understand the principles it should include. WorkCover of NSW outlines those principles as:1

Commitment to ensuring the health, safety and welfare of workers and anyone else who is in the workplace Mixing of drugs and/or alcohol in the workplace is unacceptable Information will always be available for people who need help dealing with a drug or alcohol problem Workplace supervisors know how to respond to suspected workers drug or alcohol use Notice that the first principle is a commitment to a safe working place, followed by a firm statement that substance use will not be tolerated. The next two statements address the fact an employer is not developing policy as a means of control. Rather, the policy is formed using a positive and helpful approach.

Sending Wrong Messages

One thing that keeps the busy small business owner from getting around to developing a policy is a misconception that it has to be fairly elaborate and expensive. There can be a temptation to put off developing the policy and instituting a drug and alcohol testing program as a result. The truth is that the longer it is put off, the more likely that drugs and alcohol will be used, given the growing number of people of all ages who are using legal and illicit substances.

A lack of policy sends the wrong message to workers that workplace drug and alcohol use is not considered important enough to justify the time needed to develop a policy. It can also increase the risk of attracting substance users and abusers who seek employment at places where they can escape detection.

Fortunately, there are well-developed policies and guidelines available that small business owners can easily use to jumpstart the process. For example, the Building Trades Drug & Alcohol Program, called “Not at Work, Mate”, is a simple and to-the-point program that establishes a policy, including the right of dismissal should a worker refuse to get help.2 One of the advantages of using this policy as a starting point is that it is written so that it covers a business with more than one job site. The policy references a Building Trades Drug and Alcohol Training Course, which can be purchased if desired.

This is just one example of a workplace policy that is easily viewed online. If this one does not prove to be suitable, then contact an organisation like DrugInfo Clearinghouse or the Australian Drug Foundation and take advantage of their many resources. The one thing a small business should not do is put off developing a policy any longer. The safety of the workplace and legal liability makes it an imperative.

Mediscreen ( works with any size business that wants to manage a random drug and alcohol testing program in support of a policy. We offer substance screening services that are suitable for all industries, and the program can be designed to fit any budget. 

This article has been taken from

Friday, March 1, 2013

Merging Time and Quality

We value your business, and at Mediscreen, we only seek to bring you the best of the best of the merging of time and quality. You see, many employees are able to choose either quality work or a large quantity of work, but rarely do you see employees who develop their own systems to do both in an efficient manner. Here is how you can accomplish such a thing:

Workplace drug testing laws require that specific high hazard industries to utilize drug and alcohol testing in their workplaces. This is, however, not just a guideline for specific industries, but for everyone. Onsite drug & alcohol testing provides a safe place to work and a quick way to evaluate your employees at any time. You see, employees do best if they are in a safe, reliable job and this can only be provided if you are able to keep an eye on which of your employees may be abusing drugs or alcohol. Drug screening is necessary to give proper evaluations of your employees, and alcohol testing determines if someone who is behaving irresponsibly has shown up to work. These factors can put not only them and other employees in danger, but they can also put your company’s assets in danger, too.

Time efficiency is necessary in order to get a lot of work done every week. Quality work is necessary in order to make sure that your clients or customers are truly benefited by what you provide. These two aspects of your employees’ products both matter, and in order to accomplish both, your employees must feel comfortable while at work. Drug & alcohol testing is the way to accomplish this. You can keep an eye on everyone through workplace drug testing, and you can make sure that potential problems are dealt with. At Mediscreen, we manage both time and quality ourselves. We focus on the time it takes to give you control over your data, and we focus on the quality control and accuracy of our drug screening. Both are necessary in order to run a good business. 

This article has been taken from

Mediscreen’s Objectives

At Mediscreen, we strive to offer you the best onsite alcohol drug testing in Australia, and these are our goals:

We desire to provide you with a high quality drug screening service through our efficient and knowledgeable staff. Many of our employees are fully trained and have many years of experience to answer your questions. We want to make sure that you receive the best, most efficient and most personable treatment from our staff.

We desire to cut down on your own time and cost by providing onsite drug and alcohol screening, with emphasis on the onsite aspect of this. You will be able to test your employees at your place of business and you will be able to store your employee records onsite. This saves you a great deal of time, and helps your employees to not have to take extra time off of work.

We desire to make workplace drug testing a quick and painless experience, something which other companies may not strive for. Sometimes, it is necessary to be brusque with people in order to maintain efficiency, but we seek to maintain both efficiency and amiable qualities during our entire time with your staff.

We desire to bring drug testing in Australia to a higher level of quality. Our goal is to protect the workplaces of Australia without having to compromise our people skills or our commitment to making everyone feel comfortable on their own jobsite. Drug and alcohol testing does not have to be awkward or unpleasant. We seek to give you a comfortable experience with our company, and to ensure accuracy of our test results.

This brings us to our desire to make alcohol and drug testing as accurate as possible. Our equipment suppliers are high quality, and our goals are worthy. At Mediscreen, we value your privacy and the privacy of your employees, and we only desire to maintain this and to provide you with accurate and reliable test data. Workplace drug testing has never been so easy or smooth as when we provide it.

This article has been taken from