Today we are looking at substance misuse at work.
Drugs and alcohol misuse can have serious health and safety consequences in the workplace, both for the worker, others involved in any incident, and the employer.
Drugs & alcohol must be controlled by the employer through clear policies, random testing where necessary, support for affected workers and awareness campaigns.
The effects of alcohol and drug misuse will vary, but some general symptoms might be observed such as:
- Late attendance
- Increased absenteeism
- Reduction in quality of work
- Reduction in work rate
- Dishonesty
- Theft, potentially to fund a habit
- Irritability and mood swings
- Deterioration in working relationships
These will all be associated with costs to the employer, not to mention increased risk.
Drugs and alcohol cause sensory impairment, skewed perceptions, impairment to motor control and, in many cases, fatigue and drowsiness. There are obvious safety risks associated with drugs and alcohol, e.g. driving a vehicle or operating machinery under the influence increases the risk to the worker and to others, and critical decisions should not be made with impaired judgement.
So what can be done to tackle substance misuse at work?
The employer might collect information about the state of the problem in the workplace. Company history may show a clear pattern of drug or alcohol misuse.
The employer should also establish a clear drugs and alcohol policy. This policy might contain:
- Rules restricting access to alcohol in the workplace or during working hours
- Statutory legal requirements prohibiting workers from being under the influence of drugs and alcohol e.g. drink drive laws
- Non-statutory requirements prohibiting workers from being under the influence that have been set by the employer
- Arrangements for any random drugs and alcohol testing for workers will be subject to
- Arrangements for workers to have access to rehabilitation and treatment programmes if they admit to having a problem
- Disciplinary procedures for workers who refuse assistance, refuse to be tested or who fail a test
- Provision of information, instruction and training to workers, supervisors and managers
Drug and alcohol awareness campaigns should also be considered.
Any drug and alcohol testing policy must be justified and clearly explained to workers. There are legal and ethical issues associated with testing regimes that must be carefully considered.