Have you got in place a ‘Drug and Alcohol Policy and Procedure?’
While the negative impact to the employer may not be measured, the risk to any business facing these types of internal problems may be just around the corner!
Employers/business owners have a responsibility for the welfare and safety of every employee, it’s important that employers uphold health and safety legislations and create a healthy work environment.
Many authorities, including the police, are taking the view that so long as it is reasonably practicable for a road transport business to have a ‘Drug and Alcohol policy’ in place then a policy should be implemented and followed. That is a step that seeks to ensure the safety of road transport activities that you are in control of Employers/business owners may undertake alcohol and/or drug testing in the following circumstances:
· Pre-employment testing: It is a requirement of acceptance of an offer of employment that a pre-employment alcohol and/or other drug test, as well as a medical examination be satisfactorily completed by a prospective worker;
· Post incident: Drivers involved in an incident ‘may’ be tested after the incident to assess if alcohol and/or other drugs may have been a factor; and this needs to communicated
· Fitness for work: Where there is reasonable cause to indicate that a driver’s fitness for work may be affected; testing may be a consideration; and this needs to communicated
· Voluntary/self-assessment: Where a driver wishes to voluntarily assess their own fitness to work; options for those persons to use onsite/provided equipment to self –assess needs to be implemented
· Randomly: Drivers randomly selected to undergo testing onsite; this needs to occur and needs to be communicated.
You as an Employer/Business Owners/Managers should implement a ‘Drug and Alcohol policy’ that outlines what you expect from your workers. The policy should include:
· Rules relating to the use of drugs and alcohol, e.g. a zero-tolerance approach where no person is to start work, remain at work, or return to work if they are affected by drugs and/or alcohol
· Procedures for drug and alcohol testing- documented and communicated
· Roles and responsibilities of managers and other staff- how are situations managed should these occur
· Provision of education and information as available to all persons- staff- managers and workers
· Availability of counselling and support programs- as offered to be applied post an incident occurring
· The consequences of breaching the policy, e.g. disciplinary action; and this needs to be communicated PRIOR to any incident occurring
If you require a ‘Drug and Alcohol Policy’ to be made up for your business Elite Compliance is able to assist
