Introduction functioning within the workplace can also be severe. Alcohol and drug use may contribute to workplace injuries resulting from poor physical coordination, impaired judgement Moving To Address Alcohol And and decreased alertness Drugs At Work These problems at work must be seen in the wider social context, considering factors Consultation such as community attitudes, availability, Consultation among employer, employees advertising pressure and community and unions is essential if alcohol and drug awareness of effects. problems are to be addressed adequately. Detrimental work environments can cause This may occur through a committee, stress which may result in alcohol and drug comprised of representatives of abuse. These can include poor physical employees, unions, personnel staff, health conditions, lack of control over work, and safety staff, alcohol and drug dangerous work conditions and shiftwork. consultants and management or through consultation with Workplace Health and The purpose of this paper is to provide Safety Representative or Workplace Health information for use by employers, and Safety officer. Unions, employer managers, unions, occupational health and associations and professional bodies can safety practitioners, health and safety assist with advice on program development officers, committees and representatives in and implementation to help in the dealing with alcohol and drugs and their development of a workplace program. effects at the workplace. For action at an industry level, it is essential that consultation occur with unions. Scope Of The Problem At smaller workplaces, discussion directly with employees and the use of outside Approximately one in five employed resources may be essential. persons experience problems related to alcohol and almost one in ten consume alcohol at levels that are likely to affect their health. Compared with alcohol, the use of Development of A Workplace illegal drugs is rare. Prescription drugs may Policy also cause probelems at work. In the The alcohol and drug policy that a company general population one in ten women and or industry group adopts will need to take one in fourteen men take mind-altering account of the particular needs and the prescription drugs. practical situation of that company or Alcohol and drug use can lead to industry. However there are a number of absenteeism, staff turnover and lowered minimum requirements for such a policy. It productivity. must: Workplace problems do not only relate to contain a clear statement of the consumption at or before work or to behaviour that is expected of employees intoxication at work. The indirect effects of alcohol and drug problems on individuals'
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Alcohol and Drugs and the Workplace Page 1 of 3 January 2001 apply equally to all employees, including stay at the workplace during lunch time, managers and supervisors, at the rather than eating at places where alcoholic workplace drinks are sold. be part of the comprehensive health and The provision of treatment and/or referral safety program services is an important component of implementing the policy. If problems are result from adequate consultation with detected early, before serious physical and employees before it is adopted social effects occur, a brief intervention may be made known to all employees be all that is needed. Facilities can be address issues in the work environment provided at the workplace by, eg., that increase the use of alcohol or drugs Employees Assistance Programs or referral to outside treatment agencies. to the greatest degree possible, be non- Confidentiality for the employee undergoing punitive treatment and rehabilitation must be provide for appropriate treatment and guaranteed. Also employees should not be rehabilitation for employees with disadvantaged in terms of promotion or problems seniority because that have sought or are accepting help from the program. Treatment be evaluated after implementation and and rehabilitation should be covered by amended, if necessary, in line with the adequate leave entitlements. outcome of the evaluation. However, as with all workplace health and safety matters, prevention measures have An Alcohol And Drugs Policy At The significant benefits. Consultation with Workplace - Implementation employees and education and information may prevent alcohol and drug problems at Implementing such a policy has four work. essential components: education and information Identification Of Alcohol And Drug organisational support Problems addressing issues in the work environment Ways of identifying alcohol and drug problems among employees include: prevention and rehabilitation support. self-identification and/or self referral to a Information about the policy must be treatment program provided, in plain English, for all employees and be included as part of induction training identification by a co-worker for new recruits. If necessary it should be identification by a supervisor translated. The policy needs to be performance testing. supported by education about harmful effects of alcohol and drugs and the Education of employees about the nature of rehabilitation services available. alcohol and drug problems, the workplace policy and treatment options will improve It is important that management the chances of the affected person or a co- demonstrate support for the policy by its worker identifying that a problem exists. observance by all staff and at work functions. Changes may also need to be The benefits of such identification need to made to the work environment to support be clear and also employers need to the policy, e.g. provision of recreational guarantee that employees who seek help facilities and cheap attractive food in the will not be disadvantaged or punished. work canteen may encourage employees to Employers, supervisors or fellow workers Brochure Workplace Health & Safety bro034v1 Alcohol and Drugs and the Workplace Page 2 of 3 January 2001 should not interfere in the worker's private Ph: (02) 6281 1002 life unless aspects of that person's use of alcohol or drugs affect work performance. Alcohol and Drug Information Service - A supervisor should only identify or refer Ph: (07) 3236 2414 Freecall: 1800 177 833 where there are performance deficits or other work-related indications that a problem may exist. For example an Workplace Health and Safety employee may have many days off work or Telephone: 1300 369 915 be a risk to safety. Supervisors may need training to be effective in identifying and Website: www.whs.qld.gov.au addressing problems. Methods of identification should be clear from the policy Service Providers and be agreed to in the consultation process. The following organisations provide preventive, counselling and treatment services: One method of assessment is through Alcohol and Drug Foundation '- testing for the presence of alcohol or drugs. Any assessment should not be carried out Queensland in isolation but should form part of a Level 3, 133 Leichhardt St, Spring Hill comprehensive alcohol and drug program, PO Box 332, Spring Hill Q 4004 which in turn, is part of a general health and safety program. It should apply to all staff Ph: (07) 3832 3798 and be carried out only if there is strong reason to suspect that a problem exists, Interlock rather than on a random basis. Level 3, 133 Leichhardt St, Spring Hill Ph: (07) 3831 5355 Resources Resource Providers Interlock The following organisations can be 6/39 Eyre St, North Ward contacted for further information: P.O. Box 838, Townsville Q 4810 Alcohol and Drug Foundation - Queensland Ph: (07) 4771 5253 Freecall: 1800 019 037 Level 3, 133 Leichhardt St. Spring Hill PO. Box 332, Spring Hill 4004 Alcohol and Drug Information Service Ph: (07) 3832 3798 Ph: (07) 3236 2414 Freecall: 1800 177 833
Australian Council of Alcohol and Alcoholics Anonymous - Consult local white
Other Drug Associations pages.
17 Napier Close, Deakin, ACT Lifeline - Consult local white pages.
PO. Box 269, Woden, ACT. 2606
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Alcohol and Drugs and the Workplace Page 3 of 3 January 2001