Managing Drugs and Alcohol in the workplace
If a worker commits a negligent or wrongful act while they are under the influence of drugs or alcohol, the person in control of the business can be held liable for their behaviour unless steps have been taken to prevent it.
In fact, certain high risk industries have legislative provisions requiring the development of drug and alcohol programs to prohibit employees from working while affected by alcohol or drugs.
The first step in the process for managing risks and hazards of any kind should be to conduct a risk assessment and to assess your legislative requirements. The development of a Drug and Alcohol Policy tailored to suit your workplace is often the next step.
Drug and Alcohol Policies
Employees have a responsibility to be fit for work. Being intoxicated at work can result in serious misconduct under the Fair Work Regulations so it’s important that your staff are aware of this through education and any other measures you put in place to identify, eliminate or minimise the risks.
The content of a Drug and Alcohol Policy generally includes provisions for managing non-prohibited drugs, prohibited conduct, being under the influence, testing measures, disciplinary procedures etc. It should also clearly communicate the position of your business. If your workplace is high risk then a zero tolerance Policy should be implemented. If your business is low risk, the circumstances where alcohol and legal drug use may be permitted should also be outlined such as restricting the consumption of alcohol to one standard drink at a work-related lunch for clients.
Warning signs of drug and alcohol abuse
Supervisors and managers should be trained to recognise and appropriately deal with workers who appear to be affected by alcohol or drugs in the workplace and when they should refer someone to a medical practitioner.
For example, signs that someone may be affected can include:
- • Smelling alcohol on their breath
- • Dilated pupils
- • Mood swings or depression
- • Appearing giddy or elated at socially unacceptable times
- • Increased irritability or anxiety
- • Increased violence or aggression
- • Slurring speech
- • Inability to stand or walk straight
- • Increased or unexplained absences
- • Frequent accidents or injuries
For any further advice feel free to contact us at Human Resource Services Pty Ltd on (07) 5530 1571.
