Ways to address workplace drug & alcohol misuse

Being a ‘good’ manager can mean wearing many different “professional “hats”. Being a counselor is one such skill’s “hat” not ordinarily ascribed to most managers. However, there is a fine line that demarcates the workplace and the private life of an employee which sometimes makes it necessary for management to be a “type” of counselor. Yet, without the proper professional training, managers can sometimes do more harm than good.

Counselling services should ideally be provided by qualified professionals with malpractice insurance. It is primarily for this reason that many companies in the US and other regions (i.e.  the majority of  Fortune 500 companies) have adopted the Employee Assistance Programs (EAPs). For example, companies and organisations that have formal EAPs include:

• DuPont
• 3M
• Emergency services
• Hospitals
• Qantas

In Australia, the statistics are similar. In 2000, 3000 EAPs were adopted by Australian workplaces. Furthermore, 80% of Australia’s top companies had an EAP while 90% of government departments had set up these programs.*

However, while EAPs are implemented in some organisations they are not a universal standard to addressing workplace drug and alcohol issues. For instance, in other businesses, the HR and/ or OHS management teams are usually called to the forefront when there is a serious workplace concern which doesn’t fall neatly within the jurisdiction of an employee’s position description. So, while personal issues are not normally the domain of concern for HR and OHS management, it can escalate into a workplace concern if it detrimentally affects the employee at work (with regard to workplace safety and workplace performance for both the employee and their fellow staff members). OHS legislation further reinforces this ‘duty of care’ imperative. By stipulating management’s legal responsibility to ensure the physical and mental health of their staff, Australian OHS legislation obliges managers to address new employee drug test and alcohol misuse.

The simplest and most efficient method to address such occupational safety and health breaches before they flare-up is through implementing consistent OHS polices, protocols and strategies. Another more robust and long term measure is to institute an EAP. (This latter method is especially useful in addressing ongoing employee drug and alcohol misuse cases. However, it must be noted that such a strategy can only be utilised if a personal problem is affecting job performance. Essentially, a supervisor may refer the staff member to an EAP on the proviso that the staff member can voluntarily accept or reject this referral).

It is, therefore, important that your workplace “gets it right” when implementing their workplace drug and alcohol testing and policy. At Mediscreen™, we can help you navigate through these modern workplace issues by offering a diverse range of services from onsite testing, policy development and referral to training specialists. Overall, our service is designed to provide effective, early and minimum intervention so that you and your staff can concentrate on your core business and in maintaining a healthy work/ life balance.

The aims of a good workplace drug & alcohol policy

When developing your workplace drug and alcohol policy, it’s prudent to enlist the services of a professional consultant if you’re not familiar with Australian workplace legislation. However, a general guideline for developing a good occupational drug and alcohol policy is detailed as follows:

• Firstly, provide a clear documented guide outlining your workplace’s stance on drug and alcohol issues. This should include references to the responsibility and obligations of employees, supervisors and management in dealing with drug screening and alcohol related work issues.

• Reinforce that the policy is designed to ensure a safe working environment.

• Provide clauses that make reference to its key objective in maintaining and/or restoring the good health, well being and welfare of employees.

• Promote workplace practices that foster low level/ low risk drug and alcohol use (specifically in relation to the workplace).

• Institute formal workplace initiatives and systems that help reduce levels of drug and alcohol consumption.

• Cite that the policy is designed also to address related costs that are incurred by drug and alcohol misuse including low productivity, absenteeism and accidents.

• Provide support networks and referral information to counseling, treatment and rehabilitation services for drug and alcohol testing.

For more information on how best to develop your workplace drug and alcohol policy, please contact Work safe Australia on (+612) 9387 1248 or Mediscreen™ on 1300 79 70 40.

Drug Testing: Choose the Safer Side

In today’s modern workplace, competent management requires more than mere “good intentions” and “common sense”. Instead, it is vitally important that management implements proper risk management protocols to ensure their workplace policies and procedures meet its legal compliance obligations. Essentially, good risk management helps to enhance OHS, performance management and strategic business goals. One area that deserves particular attention when developing effective risk management measures in today’s modern workplace is the workplace drug and alcohol testing.

The key objective for developing a good drug and alcohol policy in the workplace is to prevent and reduce the potentially harmful impact of drug or alcohol consumption at work. Through developing and adopting strategies such as; increasing education, enforcement for breaches of policy, treatment strategies and awareness of on site consumption rules, the risks associated with drug and alcohol intake are minimized.

In accordance with the Occupational Health and Safety Act of 1983, your workplace’s drug testing and alcohol policy should be included with its occupational health, safety and welfare policies. Moreover, it clearly states that employers must ensure the health, safety and welfare of all employees. This duty of care is obligatory for all employers. It also reinforces the legal requirement that employees must ensure the safety of fellow employees. Consequently, any breaches of the Act for both employers and employees can incur heavy penalties.

In this way, by including a comprehensive drug and alcohol policy as part of your workplace occupational health and safety risk management planning, your workplace can proactively address any misuse or abuse of alcohol and other drugs in accordance with the regulations set out in Occupational Health and Safety Act of 1983.

However, the workplace drug and alcohol testing should also be designed to boost and promote employee health and general well being. Safer workplaces and a healthier workforce not only improve business operations and costs (i.e. better workplace performance, less absenteeism and lower workplace costs), but more importantly, they are a key way to foster a workplace that positively supports and values its staff members by encouraging greater workplace safety, better stress management, more successful coping strategies and greater wellness.

So, any way you look at it, implementing better risk management systems is just plain “smart“.