Unions have adopted “codes” or “standards” of excellence which list being “drug and alcohol free” as one of the items. Project Labor Agreements (PLAs), also known as Community Workforce Agreements (pre-hire collective bargaining agreements for specific construction projects) now add substance abuse testing as a requirement and often list the specific program name for that area. This enforces the testing requirements on the jobsites and the union workers continue to test under their program versus in the past where they would have to test under the employer’s substance abuse program. Drug testing in the collective


bargaining arena is the norm versus the exception in today’s workplace. Union members are tested prior to being


work” similar to when they request a particular skill or certification when hiring. Collectively bargained substance abuse programs come in many shapes and sizes but one thing is certain: they are here to stay. The union members understand that their job descriptions carry the “safety sensitive” label and that these policies are in place to enforce safety and make sure they go home each day in the same condition they arrived. ❚


accepted into most apprenticeship programs and randomly throughout their training. Employers now require members to be tested and “eligible to


Marianne Karg is Vice President of Mobile Medical Corporation (MMC), a national third party administrator of collectively bargained substance abuse programs in the construction industry. MMC has offices in Astoria, NY, Baltimore, MD, Cleveland, OH, Paramus, NJ, Pittsburgh, PA, and Sacramento, CA. www.mobmed.com.


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