Synthetic drugs in the workplace

Following media reports of usage among Miners, employers nationally are seeking advice about synthetic cannabis drug availability in Australia and the risk to health and safety in their workplaces.
 

Background Information on Synthetic Drugs

Synthetic cannabinoids are functionally similar to Δ9-tetrahydrocannabinol (THC), the active principle of cannabis. Like THC, these synthetic cannabinoids bind to the same cannabinoid receptors in the brain and other organs as the endogenous ligand anandamide . Initially developed as therapeutic agents and primarily for the treatment of pain, it has proved difficult to separate the desired properties from unwanted psychoactive effects.

The recent anecdotal evidence suggestive of increased use in Australian workplaces is thought to be due to the lack of prohibitive legislation and, until recently, the inability to detect these substances as part of usual workplace drug testing procedures.

As synthetic cannabinoids have a similar chemical action to THC, it is presumed that the physiological and psychological effects are similar to THC.

Recommendations

Presentation to work under the influence of these substances creates a foreseeable workplace health and safety risk. It is recommended this be managed through:

• A review of Policy and Procedure documentation to ensure definitions provide coverage for these substances and that clear direction is provided regarding management of the risk.
• Provision of education and training to workers and supervisors as this remains the most effective strategy with Human Factor (Fitness for Work) behaviour modification.
• Testing services – although consideration needs to be given to the interpretation and management of results.
• Management of testing results is particularly problematic with these substances as:
• There are no determined cut off levels for a positive or a negative test in the appropriate Standards
  • there are no comprehensive studies on the physiological and psychological effects
  • impairment is not provable

Individuals who test positive may contest any disciplinary actions taken by an employer. Any organisation implementing testing will need to be confident in defending a position that while there is no proven impairment or relevant Standard cut off level, the detection of these substances in a worker’s sample creates an unacceptable risk to workplace health and safety.

3rd Eye Drug & Alcohol Screening recommends careful consideration and procedural development precede any testing implementation.