It is important that all your employees are educated on matters pertaining to alcohol and other drugs in the workplace. Adequate education and training of employees and specifically those who most require it, safeguards your organisation against legal issues and also helps you to adhere to OHS legislative requirements at the state and also at the national level in Australia.[1]
What do you need to include with regards to education and training of your employees? Here is a brief check list that may assist you in the design and development of education and training components that work for your organisation:
- The importance of being sober and drug free at work: Your employees need to know that being sober and drug free at work is part of their job description, even in industries where it is not a legislated requirement. You may want to consider this as part of any individual agreements you devise when employing or recruiting new staff
- Outline the workplace policy on dealing with alcohol and other drugs. It is important that all employees are educated and aware of your organisation’s policy in relation to drugs and alcohol at work. For example, are individuals immediately stood down? Are they given a test? Is there a designated OHS worker on site who will approach them if it is suspected they are on alcohol or drugs? The specifics need to be clear and concise and available and accessible for all your employees.
- Explain the effects of the inappropriate use of alcohol and other drugs in the workplace. For example, how does it specifically impact your workplace? Is there the possibility of accident and machinery mishap? The effects would be different in an office to those in a mine site where heavy vehicles are being used. Clearly elucidate the variant impacts and make them known to employees.
- Let employees know of the treatment services, the rehab services and the counselling services your organisation specifically refers individuals to. Give employees a choice with regards to these, rather than steering them all towards the same service or set of services. Diversity leads to better outcomes.
- Notify all staff and employees of the designated or appropriate individual to contact or approach in cases relating to drug and alcohol misuse at the workplace. Be sure to make this known clearly.
- Communicate the legal position of both workers and also the management, in matters relating to drugs and alcohol. This ensures you are safeguarded in the event of litigation.[2]
Education and training for your employees is vital in view of increasing problems with drugs and alcohol in the workplace. Making sure you are adequately covered and informed can help defend you against complaint, litigation, union criticism and conflicts in the workplace. Be sure to develop thorough education and training programmes in relation to other drugs. Mediscreen supports a thorough approach and views such measures as value-adding components of your AOD strategy. For more information on Mediscreen’s current onsite screening programmes, please call 1300797040.
[1] http://www.workcover.nsw.gov.au
[2] http://home.exetel.com.au/harleycranes/documents_drugalcoholfactsheet.pdf
