“It is no longer sufficient merely to have an [occupational health and safety] policy in place. Rather, the policy must be rigorous, constantly reinforced, evaluated and updated to suit the changing needs of the workplace, society and evolving case law.” A Peart, (2000). HR Monthly, October, pp.44-5.
The cost of industrial injuries and disease to Australian industry have been estimated to be around $57.5 billion. For example:
- The Federal Government estimated the cost of work-related injury and disease to workers, their employer, the community and the Australian economy amounted to $57.5 billion during 2005-2006 (equivalent to 5.9 per cent gross domestic product)[2].
- Approximately $6.3 billion was paid to workers compensation schemes during 2007-08[1].
With these statistics in mind, it’s understandable why OHS is a growing area of concern for businesses. With the high costs of occupational injuries, disease and accidents to the employee, employers and the community, businesses have become more receptive to OHS rationale, systems, processes and innovations.
To help guide OHS and HR managers in steering their workplace OHS policies, many professions have contributed to redefining and improving OHS approaches, including: occupational epidemiologists, industrial hygienists, ergonomists, industrial psychologists, medical professionals, occupational sociologists, management, unions and the legal profession. As the OHS manager or HR manager, the chief task is to coordinate these different professional interest groups so that the OHS strategy is implemented into a seamless and cost-effective operation. However, due to ever changing OHS legislature and ongoing developments in new specialty fields and methodologies, this can often prove to be a difficult task to administer consistently alongside usual HR/ OHS “housekeeping” operations. It is primarily for this reason that the outsourcing of certain HR/ OHS services has become a preferred option for many businesses.
One area of OHS which has become more pronounced in the modern workplace relates to occupational drug and alcohol policy. A potentially complex area of OHS, many OHS and HR professionals from Australia’s leading companies have utilised the onsite screening services of organisations such as Mediscreen™. What makes services as those delivered by Mediscreen™ particularly attractive to Australian businesses is their clear aim to deliver a professionally managed workplace solution to deter/ minimise the misuse of drug and alcohol at the workplace.
Essentially, outsourced drug and alcohol screening services provide their clients with drug and alcohol testing services that are:
- up-to-date
- aligned to best practice models
- legally compliant
- consistently managed
- accurately recorded
- delivered with screening expertise
- a long term cost-effective solution
- able to provide third party objectivity and an independent witness (in the case of positive test results)
- a confidential service.
All in all, Mediscreen’s™ services are professionally aligned to current OHS legislative approaches (i.e. more self-regulatory, educative and cautionary), which helps to foster attitudes that are conducive to safer workplaces through an emphasis on occupational “wellness” and legal compliance.
[1] Australian Safety and Compensation Council (2009) The Cost of Work-related Injury and Illness for Australian Employers, Workers and the Community: 2005-06, pp. 2, 23.
[2] Work Safe Australia (2010) Key Workers Compensation Information, Australia, p. 5
