As Aberdeen’s leading occupational-health provider, Abermed carries out nearly 4,000 drug tests and more than 1,000 alcohol tests for various companies on an annual basis.
While many people go through temporary periods in their life where either drugs or alcohol become problematic, this may not always be apparent at work.
However, when the job requires a certain level of skill and has to be carried out in a remote and potentially highly volatile environment, and where the safety of others may be compromised, there is a duty of care on employers to protect.
Having a clearly laid out drug and alcohol policy in the workplace makes a clear statement as to what is acceptable and what will be tolerated. Its introduction can be a useful educational tool for staff, and potentially, it may save lives.
What important considerations, then, should be taken into account when creating a company drug and alcohol policy?
Most importantly, the policy has to be seen to be fair. It must be relevant and cover all employees without exception. Unless a company is prepared to apply it across the board to all staff, the policy will not be worth the paper it is written on.
The language used in the policy should be easily understood and not leave any room for misinterpretation. It is important that a clear definition is given as to what “use” of substances will be prohibited. It is also useful to make clear that certain prescribed medications can have an adverse effect without misuse as GPs may not always be aware of their patient’s occupation.
There must also be a clear statement detailing under what circumstances testing will be carried out.
Opportunities for drug and alcohol testing occur at various times, including:
Pre-employment medical examinations.
Post-incident following an accident at work.
With cause – where there may be suspicion due to erratic behaviour or the smell of alcohol on the breath, coupled with declining work performance.
Some companies also opt to carry out testing periodically with minimal notice on a random cross-section of staff. Drug and alcohol policies are most often introduced to an existing workforce. A good policy will clearly define how individuals may be helped and what assistance will be offered if they are prepared to come forward and indicate that they are currently having difficulty.
It must give a reasonable timeframe to allow recovery, but set clear guidance to demonstrate how the individual’s confidentiality will be protected.
People need to be reassured that their admission of a drug or alcohol problem and potential recovery will not prevent their progression within a company. Not all people will feel confident in divulging their addiction to their employer. It is therefore useful to include outside support agencies within the policy to give employees the choice of how they effect and manage their recovery.
Introducing a drug and alcohol policy can be used as a great opportunity for educating staff. Many people could be forgiven for lacking the awareness of how many units of alcohol are being served to them across a bar. Involving staff through training and education will also help with the integration of the policy and can prevent problems before they develop. Rather than being seen as a threat, an effective drug and alcohol policy can potentially enhance health in the workplace. With the offshore industry struggling at times to retain experienced staff, such a policy may ensure, through realistic help and support, that experienced staff are retained.
Katy Birtles is an occupational-health nurse at Abermed