Alcohol Abuse Advice

Best Practices in Planning for an Alcohol and Drug Policy

The planning stage of an Alcohol and Drug policy is critically important. Drug and alcohol screening policies are extremely sensitive issues for many workers, managers and the general public.Trust is the key to good policy creation. Employees and employers need to be sure that the policies are realistic, practical, and fair. Everyone must feel included in the process, and that their views have been understood and acknowledged. A feedback method is required in the policy creation stage to allow comment by staff. The input and involvement by all stake holders will facilitate easier implementation.

If a safety committee is in existence, their involvement is paramount. A safety committee consisting of stakeholders acts as a quality control on the policy, reviewing and considering situations in a non-partisan, objective way. This committee also prevents a dogmatic approach to problems which may be unique and highly individualized, or circumstantial situations, maintaining the functionality and credibility of the Alcohol and Drug policy.

Policy development includes several primary functions:

Clear policy values, setting out the principles of the Alcohol and Drug policy and the applications of the policy to employees. The policy values need to be expressed in plain language and carefully constructed to ensure both practicality and full comprehension of the policy’s function and rules.

A straightforward methodology, understood at all levels of the organization. The methods used in operation of the policy are their most visible aspect. They can also be a cause of anxiety to staff confronted with drug testing kits and the concept of a “drug test for work”. The methodology should be a no-fuss, simple routine, where there are no perceived “threats” in the process.

A fully considered, proactive, risk management based approach to employees with a substance abuse issue, highlighting positives for employees. This also ensures that affected workers are provided with useful information and real opportunities to deal with their alcohol and drug issues, including entering or participating in Employee Assistance Programmes. This approach provides obviously positive solutions to career and life situations created by alcohol and drug abuse problems.

Legal oversight by a law firm or using an experienced Workplace Alcohol and Drug Consultancy company is essential in order to both ensure compliance with applicable laws and to ensure that natural justice is applied.

The Alcohol and Drug policy should define the approach to be taken for employees identified by implementation of the policy. For example, a “three strikes and you’re out” policy is a clear approach. The methodology also indicates that employees are given a fair chance, not a purely “punishment” approach.

Steps in this type of policy may include:

First episode intervention by Supervisor or Management
Second episode professional intervention by a trained Drug Counselor.
The third resulting in review as to the success of Counselling and employees’ willingness to accept assistance.

If there appears little or no co-operation their position may then be referred to management for a decision.

 

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