Brochure Workplace Health & Safety bro034v1 Alcohol and Drugs and the Workplace Page 1 of 3 January 2001

Alcohol and Drugs and the Workplace

Introduction Alcohol and drug use may contribute to workplace injuries resulting from poor physical coordination, impaired judgement and decreased alertness

These problems at work must be seen in the wider social context, considering factors such as community attitudes, availability, advertising pressure and community awareness of effects.

Detrimental work environments can cause stress which may result in alcohol and drug abuse. These can include poor physical conditions, lack of control over work, dangerous work conditions and shiftwork.

The purpose of this paper is to provide information for use by employers, managers, unions, occupational health and safety practitioners, health and safety officers, committees and representatives in dealing with alcohol and drugs and their effects at the workplace.

Scope Of The Problem Approximately one in five employed 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 illegal drugs is rare. Prescription drugs may also cause probelems at work. In the general population one in ten women and one in fourteen men take mind-altering prescription drugs.

Alcohol and drug use can lead to absenteeism, staff turnover and lowered productivity.

Workplace problems do not only relate to consumption at or before work or to intoxication at work. The indirect effects of alcohol and drug problems on individuals'

functioning within the workplace can also be severe.

Moving To Address Alcohol And Drugs At Work Consultation

Consultation among employer, employees and unions is essential if alcohol and drug problems are to be addressed adequately. This may occur through a committee, comprised of representatives of employees, unions, personnel staff, health and safety staff, alcohol and drug consultants and management or through consultation with Workplace Health and Safety Representative or Workplace Health and Safety officer. Unions, employer associations and professional bodies can assist with advice on program development and implementation to help in the development of a workplace program.

For action at an industry level, it is essential that consultation occur with unions.

At smaller workplaces, discussion directly with employees and the use of outside resources may be essential.

Development of A Workplace Policy The alcohol and drug policy that a company or industry group adopts will need to take account of the particular needs and the practical situation of that company or industry. However there are a number of minimum requirements for such a policy. It must:

• contain a clear statement of the behaviour that is expected of employees

Brochure – 034 January 2001

Brochure Workplace Health & Safety bro034v1 Alcohol and Drugs and the Workplace Page 2 of 3 January 2001

• apply equally to all employees, including managers and supervisors, at the workplace

• be part of the comprehensive health and safety program

• result from adequate consultation with employees before it is adopted

• be made known to all employees

• address issues in the work environment that increase the use of alcohol or drugs

• to the greatest degree possible, be non-punitive

• provide for appropriate treatment and rehabilitation for employees with problems

• be evaluated after implementation and amended, if necessary, in line with the outcome of the evaluation.

An Alcohol And Drugs Policy At The Workplace - Implementation

Implementing such a policy has four essential components:

• education and information

• organisational support

• addressing issues in the work environment

• prevention and rehabilitation support.

Information about the policy must be provided, in plain English, for all employees and be included as part of induction training for new recruits. If necessary it should be translated. The policy needs to be supported by education about harmful effects of alcohol and drugs and the rehabilitation services available.

It is important that management demonstrate support for the policy by its observance by all staff and at work functions. Changes may also need to be made to the work environment to support the policy, e.g. provision of recreational facilities and cheap attractive food in the work canteen may encourage employees to

stay at the workplace during lunch time, rather than eating at places where alcoholic drinks are sold.

The provision of treatment and/or referral services is an important component of implementing the policy. If problems are detected early, before serious physical and social effects occur, a brief intervention may be all that is needed. Facilities can be provided at the workplace by, eg., Employees Assistance Programs or referral to outside treatment agencies. Confidentiality for the employee undergoing treatment and rehabilitation must be guaranteed. Also employees should not be disadvantaged in terms of promotion or seniority because that have sought or are accepting help from the program. Treatment and rehabilitation should be covered by adequate leave entitlements.

However, as with all workplace health and safety matters, prevention measures have significant benefits. Consultation with employees and education and information may prevent alcohol and drug problems at work.

Identification Of Alcohol And Drug Problems

Ways of identifying alcohol and drug problems among employees include:

•self-identification and/or self referral to a treatment program

•identification by a co-worker

•identification by a supervisor

•performance testing.

Education of employees about the nature of alcohol and drug problems, the workplace policy and treatment options will improve the chances of the affected person or a co-worker identifying that a problem exists.

The benefits of such identification need to be clear and also employers need to guarantee that employees who seek help will not be disadvantaged or punished. Employers, supervisors or fellow workers

Brochure Workplace Health & Safety bro034v1 Alcohol and Drugs and the Workplace Page 3 of 3 January 2001

should not interfere in the worker's private life unless aspects of that person's use of alcohol or drugs affect work performance.

A supervisor should only identify or refer where there are performance deficits or other work-related indications that a problem may exist. For example an employee may have many days off work or be a risk to safety. Supervisors may need training to be effective in identifying and addressing problems. Methods of identification should be clear from the policy and be agreed to in the consultation process.

One method of assessment is through testing for the presence of alcohol or drugs. Any assessment should not be carried out in isolation but should form part of a comprehensive alcohol and drug program, which in turn, is part of a general health and safety program. It should apply to all staff and be carried out only if there is strong reason to suspect that a problem exists, rather than on a random basis.

Resources Resource Providers

The following organisations can be contacted for further information:

Alcohol and Drug Foundation - Queensland

Level 3, 133 Leichhardt St. Spring Hill

PO. Box 332, Spring Hill 4004

Ph: (07) 3832 3798

Australian Council of Alcohol and

Other Drug Associations

17 Napier Close, Deakin, ACT

PO. Box 269, Woden, ACT. 2606

Ph: (02) 6281 1002

Alcohol and Drug Information Service -

Ph: (07) 3236 2414 Freecall: 1800 177 833

Workplace Health and Safety

Telephone: 1300 369 915

Website: www.whs.qld.gov.au

Service Providers

The following organisations provide preventive, counselling and treatment services:

Alcohol and Drug Foundation '-

Queensland

Level 3, 133 Leichhardt St, Spring Hill

PO Box 332, Spring Hill Q 4004

Ph: (07) 3832 3798

Interlock

Level 3, 133 Leichhardt St, Spring Hill

Ph: (07) 3831 5355

Interlock

6/39 Eyre St, North Ward

P.O. Box 838, Townsville Q 4810

Ph: (07) 4771 5253 Freecall: 1800 019 037

Alcohol and Drug Information Service

Ph: (07) 3236 2414 Freecall: 1800 177 833

Alcoholics Anonymous - Consult local white pages.

Lifeline - Consult local white pages.