Workplace Drugs Testing Policy
Workplace Drug Testing Policies
Drug and Alcohol Policies at Work
With over twenty years management experience in this field, we work closely with our customers in developing the right, legally sound policy for them; one that deals with specific issues but also covers all general requirements under Health & Safety, data protection, civil liberties and human rights legislation.
We help define our customers' aims in relation to drugs and alcohol in the workplace, with the objective being the reduction of hazards and risks associated with misuse. Once established, we help develop supporting procedures that provide tailored strategies and action plans to meet this objective. We also offer an audit program performed by our ISO 9001 Quality Systems Audit team: just to assure you that you are doing what you say you are doing.
The established method of managing alcohol and drugs is by way of a policy, combined with supporting procedures that take into account the specific circumstances of the workplace. While there is no single solution in addressing the problems of alcohol and drugs in the workplace, there are a number of strategies that may be adopted. Deciding upon which strategy to adopt will depend on the extent of the perceived drug and alcohol problem, the nature of the activities performed and the resources available. Any strategy should be tailored to meet the specific needs of the organisation with information and education forming a major element. The aim of the strategy should be to eliminate or reduce drug and alcohol related risk as far as practicable and this objective can be achieved through a three-tiered approach:
1. Hazard management through the introduction of procedures for dealing with affected individuals, including Workplace Drug Testing
2. Harm prevention through provision of information and education ( see our ADAMS programme in the Drug and Alcohol Training section ), and
3. Return to work strategy
The development of a policy provides an opportunity to develop management strategies to deal with a wide range of alcohol and drug related issues.
Why develop A Policy?
Legal liability for health and safety is the basis for the introduction of alcohol and drugs policies. It is an employer's responsibility, or "duty of care", to ensure occupational health and safety. Having clearly defined policies with supporting procedures in place will assist the employer in providing a safe working environment and manage drug and alcohol related issues in a constructive manner. The existence of policies also provides a means of informing employees and others about what behaviour is acceptable and what is not i.e. The Rules. Health and safety policies should be prioritised according to the hazards present and perceived level of risk but it is considered good practice to have alcohol and drug policy provisions even if the issue does not pose a current risk.
How Do You Devlop A Policy?
The way in which drug and alcohol policies are developed will depend on the individual requirements of the organisation. It may suit to have a policy dealing specifically with "alcohol and drugs." Alternatively, the issue of drugs and alcohol can be incorporated into an existing health and safety framework. It may be appropriate to have procedures that deals with impairment from a wider range of sources, in which alcohol and drugs are included, and can incorporate other health and safety issues such as stress and fatigue.
Developing the Drug and Alcohol Policy
Drug and alcohol policies should always be developed through an open, participatory process with effective communication strategies in place that ensure regular consultation and feedback to employees. This approach gives a sense of ownership, making it more likely to be accepted and adhered to. A preliminary draft should be produced and feedback invited from all persons at the workplace that may be affected by its implementation. Procedures and an implementation timetable should be devised early in the development process.
Content
The contents of a drug and alcohol policy will vary according to the nature of the workplace and, as with any policy, an alcohol and drugs policy should be clear, unambiguous and easily understood. An effective workplace drug testing policy should ideally include information on:
1. Aims and objectives
2. Scope
3. Infringement of the policy
4. Identification of impaired employees
5. Information, education and training
6. Workplace induction
7. Confidentiality
8. Return to work arrangements; rehabilitation and support
9. Workplace Drug Testing; screening methods and cut-off levels
10 Safeguards for legitimate medication
At some point it is likely that every organisation will have a need to address an alcohol or drugs issue and with such an abundance of available information, it seems illogical and counter-intuitive not to introduce an alcohol and drugs policy. Always, the principal aim in maintaining an alcohol and drug-free workplace should always lie in eliminating the problem, NOT the people. Workplace Drug Testing acts as a strong deterrent and goes a long way in maintaining it.
- Click here to download HSE publication indg91 Drug Misuse At Work
- Click here to download HSE publication indg240 Alcohol Misuse At Work
- Click here to download Noviche publication Drugs and Alcohol Management
Contact Us
For drugs testing, alcohol testing, drug screening, alcohol hair testing, mobile phlebotomist, drugs training, or Drager recalibration in Birmingham, Bristol, Cardiff, Chester, Derby, Exeter, Hull, Ipswich, Leeds, Leicester, Lincoln, Liverpool, London, Manchester, Newcastle, Northampton, Nottingham, Norwich, Preston, Shrewsbury, Stafford, Swansea, Swindon, and York, please CONTACT US
