As a business owner or HR professional, you want to create a safe and productive workplace for your employees. This is why having a drug and alcohol policy is crucial. But what should be included? Here are some important things to consider when developing your drug and alcohol policy.
First and foremost, your drug and alcohol policy should be clear and comprehensive (but not a snooze-fest). It outlines your expectations and what’s considered acceptable and unacceptable when it comes to drugs and alcohol in the workplace. Employees should be made aware of the consequences of breaching the policy, and the policy should be included as contractual clauses in the employment agreement.
Manage Risk with Workplace Drug and Alcohol Testing
In high-risk sectors like manufacturing or construction , where zero drug and alcohol use is essential to maintain safety, random testing should be a part of your policy. This will act as an enforcement tool. Your drug and alcohol testing policy should cover all the important details. When will the tests happen? How will they be conducted? And who's going to do the testing? You want everything crystal clear.
Now, here comes the serious part. The policy should clearly state what happens if an employee's test comes back positive. Outline how it’ll be determined if they're fit for duty or not, and the consequences of a positive test. You should make it clear when it could lead to an employee being shown the door. For employers outside of high-risk industries, if an employee appears alcohol or drug affected, they should be sent home from work on personal leave until they’re fit for work.
Where Do Workplace Drug and Alcohol Policies Apply?
More than ever, the workplace extends beyond the office door or factory floor. Your policy should reflect this. Explicitly confirm that the rules extend to client spaces, work-related events, bars, restaurants, cafes, parks, aeroplanes, or any other space in which employees are involved in work-related activities.
Consider the Legalities of Your Drug and Alcohol Policy and Monitor Regularly
Of course, there are legal considerations to keep in mind when developing your policy. Make sure it’s both lawful and reasonable, with expectations set relative to the work being performed by the employee. If you’re unsure, seek professional legal advice from an employment lawyer.
You should also monitor your policy regularly to stay vigilant and ensure everyone is on board. How do you do this? Depending on the industry, work being performed and individual employees, here’s a few ways to keep tabs on things.
Training and Education
Employees need to be informed, understand the consequences of non-compliance and the importance of maintaining a safe and healthy workplace.
Supervision and Observation
Make sure supervisors and managers are trained to recognise and deal with the behavioural and physical indicators that may suggest drug or alcohol use.
Reporting and Confidentiality
Create a safe and confidential reporting mechanism where employees can share their observations without fear of retaliation.
Regular Policy Reviews
As laws, regulations and best practices evolve, it's crucial to stay up to date and make necessary adjustments to your drug and alcohol policy.
Speak to an Employment Lawyer About Your Drug and Alcohol Policy
By implementing a well-thought-out and watertight drug and alcohol policy, you can create a safer and more productive workplace for your employees. Get in touch with our employment lawyers to craft an effective policy that reduces risk in your business.
