Developing an Alcohol and Drug Policy For Your Workplace

A drug and alcohol policy offers a framework to address drug and alcohol issues with respect to responsibilities in relation to health and workplacesafety. The policy should clearly frame out the facts about how the company intends to deal with drug and alcohol issues in the workplace. The wording of the policy is critically important. It should be clear and easy to understand. The policy should be communicated in a supportive way, while clearly detailing procedures. The policy should apply to all employees and staff grades. The issue of confidentiality should be addressed in the policy. Workplace Policy review procedures should be held on time. Developing a workplace policy When designing and drafting such a policy the process is of very importance. Wide consultation is essential for the success of any workplace policy and should be conducted with the relevant partners both inside and outside the organization. Within the organization consultation should include;  Senior managers, human resources department, Occupational health department, Health and workplace safety advisors, Employee representatives, Unions. 

The most important element of drug policy is the definition of what is and what is not acceptable behavior and practice regarding alcohol and drug use. It should clearly be mentioned if you are going to implement limits or a zero-tolerance policy for any and all use of illegal substances in the workplace. In case you caught red-handed, the management will follow drug abuse testing. Substance abuse can lead to safety problems affecting the enterprise, the workforce, and the public at large, and it gives rise to increased costs, lower productivity, and loss of competitive edge.

Creating the right drug and alcohol policy development for your company

Denning Health Group will help you to decide what the consequences will be depending on the nature of your business and the environment you want to promote. Some businesses organizations have zero-tolerance to alcohol and drug use, and will, therefore, resort to the termination of the drug-using employee. Some aim for the rehabilitation of the offending employee. Finally, many organizations use a combination of rehabilitation and penalties depending on the individual situation. Whichever suggestions you choose, our team will guide you through the process using our extensive multi-industry expertise. Together we will create a fair, well-considered drug and alcohol policy development that precisely meets your requirements and suitable for your organization.

Various Stages of Development of Drug and Alcohol Policy

·         Set up a working group that is going to manage the policies and their implementation in the organization. The group should be representative of the workplace and should include management, union, and employee representatives.

·         What is currently in place? This stage is to evaluate the existing policies and legislation. Review current practice and Review staff training, support, and resources.

·         Review your organization’s needs. What are the real needs regarding alcohol and drug use in the workplace? You can now set your priorities, set a timescale, and consider the resource implications.

·         Outline policy or amend a current policy. Issues to be discussed include education, intervention, and training & staff development. Evaluate other national and international work done in this area.

·         Consulting service stage includes the circulation of the draft documents to all those involved and invites feedback. To keep drug testing services is optional as per your workplace requirements.