Employees who come to work drunk or on drugs, risk the safety of not only themselves, but also their co-workers. Here are 5 important factors when considering drugs and alcohol in the workplace:
- Ensure that there is a clause in the employment contract about drugs and alcohol.
- Have a clear and concise drug and alcohol policy. Ensure that all employees have read and understood the policy and you have an acknowledgement of this occurring.
- Ensure that all staff members stick to this policy.
- Ensure the policy is enforced if an employee is found to have drugs or alcohol in their system.
- If an employee appears to be affected by drugs or alcohol when at work, immediately speak to the employee.
If you have a non smoking policy in your organisation, the e-cigarette phenomenon is something you should take into consideration. Including a clause surrounding “tobacco-like products” can help to ensure that your company’s non smoking policy is adhered to by all types of smokers.
When training or inducting employees, clearly state what your organisation’s drug and alcohol policy is. Be very careful about what you say about drug detection periods, as this could distract from a zero tolerance policy.
For more information on drug and alcohol policies, contact us on (08) 9316 9896 or email@example.com.