The plain-English glossary
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Workplace testing runs on terms designed by chemists, lawyers and regulators. Here is what each one actually means — linked from every guide on this site.
Non-negative result
A screening result indicating a substance may be present at or above the cut-off. Deliberately not called a 'positive' - it is unconfirmed until laboratory analysis.
Confirmatory testing
Laboratory analysis (typically GC-MS or LC-MS) of a sample after a non-negative screen. Proper programs make no disciplinary decision before it.
Cut-off level
The concentration threshold at which a test reports a result, set by the applicable Australian Standard - not a measure of impairment.
AS/NZS 4760:2019
The current Australian/New Zealand standard for oral fluid (saliva) drug testing, with a THC screening cut-off of 15 ng/mL - lower than the superseded 2006 edition's 25 ng/mL.
AS/NZS 4308
The Australian/New Zealand standard governing urine drug testing procedures and cut-offs, detecting THC metabolites over longer windows than oral fluid.
AS 3547
The Australian standard for breath alcohol testing devices.
Chain of custody
The documented trail of a sample from collection to laboratory - who handled it, when, and how it was sealed. Gaps in it are how test results get excluded or discredited.
Breach simpliciter
The principle from the Full Bench cases (Toms, Hilder) that attending work with drugs above the cut-off breaches a policy unconditionally - no impairment evidence required.
Detection vs impairment
Tests detect presence of a drug or its metabolites; they do not measure current impairment. There is no agreed THC level that equals 'impaired', unlike blood alcohol.
Fitness for work
The state of being able to perform duties safely - the concept modern policies manage through disclosure, assessment and arrangements rather than testing alone.
Working arrangement
A documented agreement between employer and a disclosed worker covering dosing timing, duties and review - the 'safety valve' the Commission noted was available in Gauci.
Zero tolerance
A policy under which any detectable presence (or any exceedance of cut-offs) is a breach regardless of source, prescription or impairment.
Stand-down
Removal from duties (usually paid) pending investigation - not itself a dismissal, and not a finding.
Show cause
A written invitation to explain why disciplinary action should not be taken - the procedural fairness step where written responses matter most.
Unfair dismissal
A Fair Work Act claim (s.394) that a dismissal was harsh, unjust or unreasonable - generally must be lodged within 21 days of dismissal taking effect.
General protections
Separate Fair Work Act claims covering adverse action for exercising workplace rights or because of protected attributes - different tests, same 21-day deadline for dismissals.
Adverse action
Detrimental treatment (dismissal, demotion, discrimination in employment) taken for a prohibited reason under general protections law.
Inherent requirements
The essential tasks of a role. Discrimination protections generally yield where a worker cannot safely perform them even with reasonable adjustments.
Reasonable adjustments
Changes to duties, rosters or conditions an employer may need to consider for a worker with a disability before moving to dismissal.
DAMP
Drug and Alcohol Management Plan - the mandatory program for organisations conducting safety-sensitive aviation activities, with regulator-backed testing.
SSAA
Safety-Sensitive Aviation Activities - the aviation roles and tasks a DAMP must cover.
HSR
Health and Safety Representative - elected worker representative whom WHS law expects to be consulted on policies like drug and alcohol programs.
MRO / medical review
A medical review step interpreting test results in light of disclosed prescriptions before conclusions are drawn.
Medicinal cannabis pathways
The TGA access routes (Special Access Scheme, Authorised Prescribers) through which Australian doctors have prescribed since 2016.