Drugs, Alcohol & Smoking Policy - Important Inclusions
Aug 30, 2024In the process of drafting a Drugs, Alcohol & Smoking policy or not sure where to start? Continue reading for key tips, tricks & inclusions to update and/or draft your workplace policy.
Why do I need a Drugs, Alcohol & Smoking policy?
Both employees and employers hold a duty of care to the health and safety of themselves and those around them. Establishing a Drugs, Alcohol & Smoking policy that clearly outlines the purpose, scope and policy requirements can assist to reduce the risk of liability.
Other reasons include but are not limited to:
- To provide direction to team members regarding the company's expectations;
- To outline what the company deems appropriate and not appropriate in the workplace;
- To define key procedures and how to report a suspected breach of the policy; and
- To promote consistency amongst the team.
Here's a few tips and what you could include in your Drugs, Alcohol & Smoking policy:
- The purpose behind the policy and the Company's stance on Drugs, Alcohol & Smoking
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- Consider if you want a 'Zero tolerance' policy.
- What does this actually mean?
- Is it fair and reasonable in every circumstance?
- Chat with the Employii team to see if it is right for you, or if another approach is better.
- Consider if you want a 'Zero tolerance' policy.
- The broad scope of who the policies applies to and in what setting
- e.g employee, director, manager, contractor etc
- e.g the workplace, external training, social functions, client visits etc
- Requirement for employees to present to work in a fit and professional state
- e.g never attending work under the influence or smelling of drugs and/or alcohol
- e.g never driving under the influence of drugs and/or alcohol
- Company stance on smoking
- Is the workplace smoke free or partially smoke free?
- Can team members smoke on lunch breaks?
- What is the policy when a team member attends a location external to the office? (e.g attending a client site)
- What counts as 'smoking' in today's context?
- Work based social events
- Will alcohol be provided at work social events?
- What is the expected standard of behaviour? (e.g do you have a code of conduct to refer to?)
- What information can you reinforce with team members? (e.g drink water throughout the event, ensure to eat food, never drive a vehicle while over the limit, consumption of illicit drugs is prohibited etc).
- Outline a set procedure - if someone is suspected to be under the influence of drugs and/or alcohol, what will happen?
- Who do staff make a suspected or self-report to?
- What are the documentation requirements?
- Who will arrange for the staff member to get home safely?
- What are the testing requirements?
- Breach of the policy
- What will happen after an incident? (e.g a meeting, deciding an outcome, following the workplace investigations policy etc)
If you're are looking to draft a Drugs, Alcohol & Smoking Policy policy, unsure if your current policy is compliant or considering updates to your existing policy, please contact the Employii team via [email protected] and one of our HR Consultants can assist you through this process!
