How to manage drugs and alcohol problems at work.

How to manage drugs and alcohol problems at work.

Could your workplace be affected by employees who are under the influence of drugs or alcohol?

A comprehensive survey * conducted in 2013 found that 13% of people reported that they have driven a vehicle, and 5% went to work whilst under the influence of alcohol.

The statistics for illicit drug use are even more concerning, with 8% of people reporting they have used illicit drugs in the last month. This rises to one in three males who report they have used illicit drugs in the past 12 months. 12% of the population are recent users of cannabis, 2% meth amphetamine and 3% have misused painkillers/analgesics .

How does this affect your workplace? Of recent illicit drug users 18% say they have driven, 11% went to work and 4% operated machinery whilst under the influence. These employees pose a significant risk to co-workers, your customers and members of the public. In a recent case in South Australia, the employer pleaded guilty to an offence under Health and Safety legislation when an employee injured themselves at work, under the influence of alcohol. In this case the employer is still liable, even though the employee has contributed to the injury through their own negligence, as the employee was clearly drunk when they arrived at work.

The risk isn’t only when someone is under the influence, an employee experiencing an alcohol induced hangover or coming down from a drug may experience loss of concentration, foggy thinking, poor decision making and mood swings.

What should you be doing in your workplace? Many companies have introduced drug and alcohol testing which can be a deterrent and/or identify employees before they pose a risk to themselves or others. This needs to be carefully thought through and introduced as part of an overall drug and alcohol program. You will need to consider:

• The risks inherent in the job (e.g. do employees need to drive or operate machinery?)
• What is the trigger for ordering a drug and alcohol test? (e.g. pre-employment; random testing; when concerns are raised.)
• What action will be taken against an employee who fails a drug and alcohol test? Are mitigating circumstances taken into account?
• What help is available to an employee who self-reports that they have a drug or alcohol problem?
• How will this be introduced into the workplace? Will it affect existing employees or just new employees?

It makes sense to introduce your drug and alcohol policies together with an awareness and education program. With a large percentage of the population impacted by drug or alcohol abuse, it stands to reason that some of your employees, their family or friends will be affected. Providing employees with awareness and a place to seek further help may keep your employees productive and safe, and even prevent a tragedy occurring.

*source National Drugs Strategy Household Survey 2013