Most employers recognise the need to develop a drug and alcohol policy and the benefits of managing a workplace testing program. But do they know what are considered best practices and what should be included in the program to minimise potential harm in the workplace? Poorly developed drug and alcohol policies and procedures increase the risk an employer will be accused of acts like unfair dismissals or other actions in the event workers test positive for substances. Weak programs also increase the likelihood workers will not take the program seriously or refuse to accept the importance of testing. Employers can lower these kinds of risks by ensuring they use best practices when writing the policy and managing the program.
Conditions Ripe for Substance Use and Abuse
The high cost of workplace drug and alcohol use makes the development of a strong policy and implementation of random testing programs an imperative. One of the first steps is assessing the workplace in terms of the working conditions because the conditions influence the structure of the random testing program. This process also helps employers identify and address the workplace conditions, based on numerous studies, most likely to lead to worker substance abuse. Professionals recommend this process because certain conditions, like high stress areas, are also more likely to develop sub-cultures of worker tolerance for drugs and alcohol. Social networks in the workplace are powerful influencers on behaviour.1
The conditions to look for include those involving hazardous work, irregular shifts and/or hours, jobs with long periods of boredom, low job satisfaction, and divisions or areas that have experienced troublesome events like serious accidents. In addition, areas with low levels of supervision, especially when employees work in close proximity to alcohol, are also more likely to influence worker behaviours. Employers also have to recognise the fact that attitudes towards workplace substance use are also influenced by personal lifestyles and the social networks formed outside the workplace. The pre-existing attitudes are brought into the work environment.
After assessing the workplace, the employer must develop a strong, formal workplace policy. It is the foundation for developing a culture of zero tolerance for substance use and forms the basis for appropriate responses to substance use. The risks identified during the workplace assessment are considered during policy development. For example, if there are hazardous conditions, testing workers for substance use would be done more frequently than in a situation where risk of injury is low. In another example, in companies where employees attend workplace functions involving alcohol, the policy should clearly state the rules concerning consumption and expectations for acceptable employee behaviours.
Employee Engagement the Best Strategy
Best practices naturally include training employees to inform them of the policy, explain the reasoning behind random drug and alcohol testing, and providing information that minimises the risk of harm. The information concerning the drug and alcohol policy and procedures should not be delivered in a vacuum. It is most effective when shared in context. For example, the workplace risk assessment identified the high stress areas, so the drug and alcohol training can include information on stress management. In addition, it is critical to train leadership at all levels to ensure management consistently promotes the policy and has the skills needed to identify and respond to potential and actual substance use situations.
A critical component of any workplace drug and alcohol program should be the emphasis placed on counselling and rehabilitation. Though there are cases where workers will be dismissed when a saliva drug test or a breathalyser test indicates substance abuse, Australia’s national policy of harm minimisation is mirrored in most workplaces. The goal of testing is not to punish workers. It is to identify those people presenting safety risks so they can be steered to the appropriate resources. The employer is able to retain the talent successfully completing rehabilitation programs, and the worker is able to retain a source of income.
The education of the workplace will raise the level of awareness of the harms associated with the use of drugs and alcohol in personal and work lives. However, employee engagement is a success strategy that implies regular communication with, and feedback from, employees and emphasises worker participation in the program. Workers are consulted concerning their work conditions, provide invaluable input for policy and procedure development, and actively assist the company with reducing risks.2 Establishing a communication system that allows regular exchange between management and employees creates a supportive culture. Some companies choose to create a drug and alcohol strategy team with a cross-functional membership.
When goals are mutually acceptable, there is a much greater likelihood that workers will accept the program for what it is – a positive effort to increase workplace safety and protect the health of the workforce. An important element of that effort is professionalism in program management. Mediscreen screening services help employers ensure their testing program is high-quality, efficient, and accurate, so that everyone in the workplace has confidence in the program.
References
- Ken Pidd and Ann Roche. Workplace alcohol and other drug programs: What is good practice? (July 2013). Australian Drug Foundation. Retrieved at http://bit.ly/1eBCK5E.
- Ken Pidd, Ann Roche and Michael White. Workplace Drug and Alcohol Testing. (October 2011). National Centre for Education and Training on Addiction. Retrieved at http://bit.ly/1fCtREE.
