Publication
HWL - Simple Guide: Alcohol and drugs in the workplace
| Contents: | Why have a policy? Legal duties and obligations Key steps The principles Developing a policy Developing a policy - agencies that can provide expert help Alcohol policies |
The principles
It is necessary that an alcohol policy be underpinned by the followingprinciples.
A clear statement of intent
A policy should be a written statement of intent outlining how theorganisation will deal with the issue of alcohol and problem drinking atwork.
A commitment to joint negotiation
For a policy to work in practice it should be based on joint negotiationand/or consultation between management, trade unions and/or employeerepresentatives.
Clearly stated policy objectives
Policy objectives generally fall into:
- prevention of alcohol problems at work
- commitment to ensuring the health, safety and well-being of employees
- provision of help for employees with alcohol problems
- procedures for defining the role and responsibilities of management whendealing with alcohol problems at work
- a commitment to education, training and monitoring.
Applicable to all employees
A policy should be applicable to all employees regardless of status. Incases where restrictions are placed on employees in 'safety-sensitive'occupations, policy rules should be clearly explained and defined.
Confidentiality
The maintenance of strict confidentiality is fundamental to a policy.
The key elements of a policy
A policy should:
- address the use and possession of alcohol in and around the workingday
Some of the issues that may be considered include:
- the availability of alcohol in the working premises
- consumption of alcohol in and around working hours
- alcohol consumption and the use of company vehicles.
- take account of respective legislation
- adhere to best practice when dealing with disciplinary cases involvingalcohol
- establish clear procedures for dealing with employees whose workperformance is adversely affected by alcohol
Policy provisions and conditions may include:
Provisions
- referral for counselling/treatment
- discipline held in abeyance, where appropriate
- protection of present job and future promotion prospects.
Conditions
- resolution of work performance problems
- consent to a reporting regime with counselling/treatment agency
- limited relapse.
- encourage early intervention in alcohol problems via education and traininginitiatives.
This may include:
- alcohol awareness campaigns aimed at all employees
- training seminars for key personnel involved in policy implementation.