Policy Content?
A policy on drugs and alcohol should be seen to be fair and reasonable, two important considerations if judged by an Employment Tribunal or Court of Law.The policy statement should clearly state the company’s objectives, rules, and the consequences if the rules are broken. It should be supported by an ongoing education programme which places appropriate emphasis on both health benefits and employee responsibilities.
Many people use drugs and alcohol as an answer to stress. Giving access to an Employee Assistance Programme (EAP) can help the individual find alternative solutions and reduce the risk of drug and alcohol problems developing, but the EAP is also there to provide help if problems arise. The policy should be structured to encourage people to seek help.
The answer to a positive result does not have to be dismissal – the outcome should depend on the circumstances, and for many it is the start of a route to help.The company must be able to demonstrate that it has applied ‘due diligence’ to manage an ‘identifiable risk’ to the workplace. Testing for drugs and alcohol provides the clearest demonstration that the policy is taken seriously.
