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Use of alcohol and other drugs before or while at work can have a significant negative impact on individuals and the people around them. The effects of both alcohol and illicit drug use during and outside of work hours can have a negative impact on workplaces such as:
Risks to safetyWorkers under the influence present an injury hazard to themselves and also place their workmates in danger or in the difficult position of being expected to cover for unsafe work practices. Co-ordination, motor control, alertness and ability to exercise judgement can become affected by alcohol and drug use. These safety risks are greater where people operate machinery, drive vehicles or plant, or rely on concentration to do their work and can result in:
Employer responsibilitiesYou must:
Workers responsibilitiesYou must:
Having a responsible attitude to the consumption of alcohol or drug use is an important part of everyone’s overall health and wellbeing. If you reduce or cut out alcohol you will feel healthier, sleep better, save money and feel more energetic. Safety solutions at workWorkplaces can be a good setting for promoting healthy attitudes towards responsible alcohol consumption and drug use hazards, especially through workplace education and awareness. By supporting your workers to make better decisions about these issues, you can benefit from a healthier and happier workforce and a safer workplace for everyone. If an alcohol or drug-related hazard is identified in your workplace, you need to eliminate or reduce any related harm, as far as is practicable. The most effective work health and wellbeing programs follow the same steps as successful safety programs, so your efforts to manage alcohol and drugs are best done as part of an integrated approach. Use the following resources to help get your workplace health and wellbeing programs off the ground. WorkLife - Alcohol & drugs and the workplace websiteWorkLife has been designed to help workplaces respond to alcohol and drug issues and to develop alcohol and drug policies - the central component of any response to workplace alcohol and drug issues. The resources available on WorkLife explain the who, how and why of workplace alcohol and drug use. The website contains downloadable fact sheets, how-to guides, toolbox talks, posters, handouts and videos. WorkLife is a collaboration between the National Centre for Education and Training on Addiction (Flinders University) and the State Government of South Australia. Simple Steps to Safety guideOur Simple Steps to Safety guide, with useful templates and checklists, will help you to include work health and safety as part of your business planning. Following these simple steps can help you create a positive work health, safety and wellbeing culture that contributes to the success of your business. Use our health and safety checklist to help identify alcohol and drug-related hazards in your workplace and find areas for improvement. Ask yourself these questions:
Seek information, advice and support from our free workplace advisory service if you need it. Top 10 tips videoView our Top 10 Tips video, which can be used as a discussion starter or inspiration for toolbox talks and group exercises around sharing the responsibility for maintaining and improving health and wellbeing. ResourcesSeek information and support if you need it: Further resources can be accessed from our Library catalogue. Motivation eventsFocus days or events can be a great motivator to do something positive about improving health and wellbeing, either personally or as a workplace group. Try the following:
Make sure that your workplace is ready for your drug-free policy and program by informing, educating, training, and motivating stakeholders. Preparation extends beyond simply informing employees about a drug-free workplace policy or program. The employer, human resources staff, supervisors, and employees all have a role. Successful preparation includes: The employer is key to the success of a drug-free workplace policy, as well as the strategies and programs that support that policy. An effective policy is buoyed by a positive workplace culture, which is sustained by employers espousing the policy. Workplace leaders must show support and set the right tone for your drug-free workplace efforts. Employees need to understand the rationale for the policy and program in ways that are practical, personally meaningful, and relevant to their job responsibilities. When an employer takes this approach, employees are more likely to want to participate. Human resources staff have a responsibility to protect the safety of employees. They are also responsible for communicating the policy and program in the right ways at the right times. Consider taking the following steps: Substance misuse education and prevention must be ongoing processes. In many cases, alcohol and other drug problems adversely affect employers, employees, and their families, even when the problems never come to the attention of employers. Many employees do not seek help for their alcohol, prescription drug, or other drug problems because they are concerned that these problems may be negatively viewed. Employees might be more willing to seek the help they need when alcohol, prescription drugs, or other substances are linked to health and wellness promotion efforts. When designing prevention education efforts for employees, human resources staff should consider addressing the concerns of employees who are: Learn more about providing education and training for staff and supervisors. Supervisors have numerous responsibilities that are critical to the success of a drug-free workplace policy and program. They are often the first or among the first to notice and to be informed of a possible problem, and they must be fair and consistent in enacting the policy. Supervisors are responsible for evaluating and discussing performance with employees, treating all employees fairly, and acting in a manner that does not judge, humiliate, or attempt to diagnose employees. To implement the drug-free policy fairly and firmly, supervisors must be thoroughly knowledgeable about both the policy and the program. Most supervisors have the ability to set the day-to-day tone for the workplace. Highlighting positive behaviors that are healthy, safe, and productive—rather than managing through harsh criticism and intimidation—is a better motivator in making positive changes. Constructive, informal feedback helps to clarify expectations, correct misperceptions, and communicate standards. It also increases employee commitment. Supervisors can promote a drug-free workplace by (1) sharing the supports offered by the employer and the community; and (2) encouraging employees to self-refer for treatment. Informal supports within the community can be useful for employees who might not be ready to acknowledge that they need professional help but are beginning to think that they may have a problem. Internal and external support systems through the employer can provide additional resources. Internal supports include human resources departments, unions, security, management, in-house employee assistance programs (EAPs), and internal health and wellness programs. External supports include relationships with outside providers, such as an external EAP vendor, health promotion and wellness providers, substance misuse interventionists and treatment providers, and health care professionals. Keep the Lines of Communication OpenAn accessible supervisor is critical to creating a safe, healthy, and drug-free workplace. Effective supervisors seek feedback by encouraging their work teams to express ideas and opinions. However, supervisors are not expected to provide substance use counseling, and they should not try to diagnose alcohol or other drug problems. If a supervisor suspects a problem, particularly if associated with poor job performance or conduct, the supervisor should refer the employee to the appropriate resources for professional evaluation and assistance. Advocate for EmployeesSupervisors can encourage employees to deal with work-related problems that may or may not be connected with alcohol or other drug use. Being an advocate for employees also means supporting prevention, including brief screenings, early intervention, and treatment and recovery. Viewing an employee as a person who is struggling with a chronic, treatable, medical illness is another way to support recovery. If an employee has been given a chance to improve job performance but has not changed behavior, the supervisor might need to take a more direct approach as it applies to the drug-free workplace policy. The emphasis should never be on judging the employee, but on following any laws related to illicit drugs, prescription drug abuse, and improving the employee's job performance. Employees’ RolesCreating a drug-free workplace that is safe, healthy, and productive is everybody’s job. Understand How the Law Affects YouSome industries are required by law to have a drug-free workplace policy. Know which laws apply to your workplace. For instance, the Drug-Free Workplace Act of 1988 (41 USC 81) requires that all organizations receiving grants from any federal agency agree to maintain a drug-free workplace. Understand the Policy in Your WorkplaceKnow what is required of you, and know what the consequences are for not complying. This will help protect everyone involved from complications attributable to misunderstandings. Some questions that your policy should answer include:
Understand and Support the ProgramKnow the rationale for the policy and program. You should know why the policy and program are important to your organization—regardless of whether they are required by law—and the impact of alcohol and drug problems in the workplace. Know the available resources for getting help. Be informed about your employee assistance program (EAP) or health and wellness program, if you have them; the benefits offered by your health insurance plan; and local resources that might be available. These can be resources for you, a coworker, or a family member. Participate fully in any training that your employer makes available. No matter how much you think you already know, and no matter how much you have read, you can probably learn more by participating in training or education activities that your employer offers. |