Implementing, managing and
maintaining a workplace drug and alcohol program can be a complex
process, depending on the size and type of business. The process
begins with a policy because the policy sets out why the program
exists, who it applies to, what is considered unacceptable behaviour,
and the consequences of non-compliance. However, beyond the mechanics
of the policy is the fact that a workplace policy demonstrates
organisational commitment to maintaining a substance free facility.
Strength is added to the program by establishing a framework of
expectations and accountability. Therefore, one of the biggest
mistakes an employer can make is not instituting a drug and alcohol
policy in the workplace.1
Avoiding typical mistakes
in a drug and alcohol (D&A) program is critical because of the
personal and legal aspects associated with the implementation of the
policies and procedures. For example, random testing programs must be
truly random and use a non-prejudicial method of selection.
Otherwise, the employer could be accused of bias against a particular
group of workers or of using the D&A program as a means of taking
disciplinary action for matters not related to substance use.
No Favourites in a D&A
Program with Integrity
An important
characteristic of any D&A testing program is consistency. The
policy sets out the rules, but consistency must also define the
policy and testing procedures. For example, employees who test
positive for drugs or alcohol should be treated in the same manner to
preserve the program’s integrity. When some workers are given an
opportunity to attend a rehabilitation program and then return to
work, while others are immediately fired, the program loses its
integrity.
Following clear, published
guidelines ensures that workers know the precise steps that will be
taken for positive tests, that everyone is treated equally, and that
no favouritism is displayed. For example, the RML Group Mining
Services clearly states when the disciplinary process and possible
dismissal can be invoked. The situations include any worker removed
from the workplace due to drugs testing
positive for illegal drugs or any alcohol; refusing to be
tested; or selling or giving illegal drugs to others.2 Some
employers try to write policies and procedures that are vague so that
they are not committed to particular actions. That is a mistake and
will likely lead to formal worker complaints or lawsuits.
Think “Always”
Consistency needs to apply
across the board in drug and alcohol procedures. Workers suspected of
being under the influence of substances should always be confronted
by two people, so there is a witness to the conversation and events.
A positive drug or alcohol test should always be confirmed with a
follow-up test. Policies and procedures should always adhere to the
law and respect agreements with unions.
Effective drug and alcohol
programs are written, communicated, and consistently enforced. Common
mistakes made by employers include not putting policies and
procedures into writing, failing to inform workers about the D&A
policy, and inconsistently testing or disciplining staff members. A
D&A testing program does not have to be something for people to
fear. It should just be one policy among many that are designed to
maintain workplace safety.
Ensuring consistent D&A
testing results is easy when using high quality equipment supplied by
CMM Technology (cmm.com.au).
Saliva, urine and breathalyser testing
equipment provide reliable results from samples easily obtained.
This article has been taken from : http://cmm.com.au/articles/avoiding-typical-da-program-mistakes/
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