Jeffrey Smith

The arbitrator concluded that the Western Forest Product’s decision to order a post-incident drug and alcohol test was justified and reasonable under the circumstances, citing the potential safety risks involved and the absence of external factors explaining the accident. The grievance was dismissed. …“Post-incident drug and alcohol testing is part of the investigation process. An employer doesn’t have to complete its investigation before deciding to engage in post-incident testing, but at the same time it has to balance any decision made with the privacy and dignity interests of the employee – it has to have enough information to justify that intrusion.” …The worker was employed as a heavy-duty mechanic since 2011 with Western Forest Products, a Vancouver-based lumber company. [to access the full story a HR Reporter subscription is required]