Drugs and alcohol

Drugs and alcohol in the workplace. Are you in control?

Author: Corina Vucic, Director, FC Business Solutions.

It is blindingly obvious why illegal drugs and alcohol can’t be part of a workplace. The impaired judgement these substances bring can be a physical threat (e.g. operating machinery) and a threat to your business with poor decision making and diminished communication skills. How can you lessen the risk of accidents and, if they do happen, ensure that you have done everything possible from a compliance point of view?

Why do you need a policy on drugs and alcohol in your workplace? Think about your workplace. Do your employees go out for a “liquid lunch”? Do they party hard on Friday nights and come in over the limit or still buzzed on Saturday morning? A policy that spells out your position on drugs and alcohol in your workplace is essential to provide you with a safer workplace and legal protection.

When it comes to drugs, what should be covered in the policy? Illegal drugs, they are just that — illegal — and shouldn’t be tolerated in your workplace. The use of legal medications should be covered. People need to be able to take drugs to manage medical conditions without discrimination, however with medications that can cause drowsiness (for instance), if the employee’s job entails using machinery, then you need to provide flexibility in the role for the duration of the treatment.

Did you know work parties are considered the “workplace”? If you have work social events, you, as the employer, are responsible for the behaviour and safety of attendees. Make sure there are non-alcoholic and low-alcoholic drinks readily available, that there is food served and alcohol is served responsibly. Include this information in your policy. Circulate the policy before the event and advise managers on organising designated drivers, preventing people from driving if impaired and arranging for them to get safely home.

Alcohol and drugs can lead to harassment and violence. Do you have a policy on harassment, bullying and discrimination? Illegal drugs and excess alcohol at work events are responsible for many sexual harassment and violent incidents but it’s not just social occasions when these behaviours occur. Have a clear policy in place.

How do you get the word out about your policy? Provide the policy to all employees when it’s introduced and to all new employees when they join you. Have it on your intranet and provide a copy in a staff area. Having a policy that no one knows about will not protect you if you have an accident or incident.

What happens if people ignore the policy? Your policy should include what happens if there is a breach. While the wording may talk about disciplinary action including termination, you should ensure the punishment fits the crime — e.g. asking offenders for written apologies, restitution or providing advice on where to seek help.

Bottom line ¡ Do you have a drugs and alcohol policy? If no, you are exposed.

¡ Has it been distributed to all employees and is it easily available to them?

¡ Do you have a policy on harassment, discrimination and bullying?

¡ Have you thought about what you will do if people breach your policy?

Help! This sounds too hard If this sounds too daunting, FC Business Solutions can help you with all the policies you need for your workplace. They can also discuss appropriate penalties and actions for breaches. Call us on 9533 0028.