Drugs and Medicine

ALCOHOL AND DRUGS IN THE WORKPLACE

Workplaces differ widely so it is not appropriate to try to devise a model policy to suit all work situations. Each organisation should develop a policy to meet its specific needs and circumstances. However, key factors for a successful policy are:

Consultation
The more employees involved in the drawing up of a workplace policy, the more they will wish to see it succeed. representatives from management, personnel, occupational health, unions and employees should all have an input into the drawing up, implementing and monitoring of the policy. A Drug & Alcohol Policy has an effect on employees private lives and should therefore be based on broad consultation. An open, consultative style of management is more likely to generate a successful policy. There must be trust that confidentiality will be maintained and that the policy will not be used to discriminate against certain groups of workers because of assumptions about lifestyles and who uses drugs.

Communication/Education
Employers should make sure that all employees are fully informed about the policy and that they understand the problems caused by drug abuse, the need for workplace policies and the content, controls and implications of any such policy. Education and training is essential for the workforce and those required to implement the policy. Putting a policy down on paper is not enough. Every employee must take on some responsibility in making it work. It is therefore a priority to provide all parties with drug awareness education and the availability of support and treatment programmes.
The educational approach should be directed at all levels within the company and should be fully integrated into training programmes rather than being made available only to identified sufferers or as a one-off exercise. This education should be included as part of employee induction programmes and ensure that new workers start off with a clear understanding of the issues and the company policy.
Programmes should not engender an atmosphere of intimidation and suspicion which will only serve to encourage employees to disguise their problems. Programmes targeted at workers who cross international frontiers in the course of their work should also promote awareness of the dangers and penalties involved in drug trafficking.
Line Managers, who carry the brunt of operating the policy, should receive in-depth training. A high degree of awareness should be maintained through refresher courses.

Commitment
There must be commitment to the policy at the most senior level. The policy must apply to all members of the workforce from the Chief Executive downwards. If it is agreed that the use of alcohol and/or drugs is not appropriate in the workplace, then management must ensure that the message given by their drug/alcohol policy is not undermined by their attitude to their own consumption of, in particular, alcohol in the workplace. Is it necessary or desirable to have alcoholic drink available in the boardroom or the executive dining room? Clear minds are as important here as anywhere else in the company. Management should consider whether drinking is encouraged by having such things as subsidised bars. Is there evidence of drinking after work or at dinner times encouraged by peer group pressure? Are certain groups more likely to be susceptible to drink/drug use? Can stress of work be reduced? Giving separate and incompatible messages will not help the implementation of an alcohol/drug policy.

Evaluation
The policy should be monitored and reviewed jointly on a regular basis to assess its effectiveness. It should relate to existing policies and should be built on and supported by policies relating to disciplinary procedures, sickness schemes, training and welfare.

Although we are dealing here with a joint drug and alcohol policy, employers may wish to have separate policies for alcohol and drug abuse. Many abusers of alcohol deeply resent any connection with drug abusers. They do not view themselves as drug abusers and do not connect their use of alcohol in any way to the illegal nature of drug abuse. As the aim of the policy is to encourage self referral, it may be prudent to treat to two separately, even though in fact the two policies will be identical in every aspect other than those covered by the law.

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