Drug

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Drug Alcohol Policies in the workplace
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• Drug Alcohol Policies in the workplace
• What are the benefits?
• How to implement them?
• When How to use them?

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• Benefits of a drug alcohol policy
• No room for assumptions
• Like any OHS policy - clear commitment and
  intent
• Does not single anyone out consistent, fair
  and applicable to everyone in the workplace
• Clearly outlines expectations from day one
• Influences workplace culture
• Ultimately ensures a safer workplace

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• How to implement a Drug Alcohol Policy?
• Consult, consult, consult
• Simply having a policy is not consultation
  needs to be about the detail.
• OHS Act 2004 employers must consult when
  determining how to control risks?
• Consultation does not mean agreement but in the
  case of Drug Alcohol it really helps.

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• What should the policy provide for
• Objective workplace free of risks attributed
  to DA abuse
• Approach will vary between industries (e.g. Road
  Transport vs Manufacturing)
• Should include recognition of Drug Alcohol
  usage as an illness
• Should provide for counselling, support (EAPs)
  disciplinary processes
• Testing is not essential accuracy, equipment,
  reliability
• Focus should be on fitness for work/impairment

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• When to use a Drug Alcohol Policy
  (organisationally)?
• A policy is not just for induction
• The duty to consult is ongoing
• When to use a policy (event)?
• - Safety is paramount Do not ignore!!!!!!!
• - Immediately that an event occurs
• Involving HSRs or other representation
• No need to mention of drug or alcohol the
  question is impairment for work.
• Return to work for follow up discussions/counsell
  ling