Alcohol, Drugs
& the Workplace
Presentation Outline
Facts and Stats
Does your workplace
have a problem?
How recreational use of
alcohol and drugs can
eff...
Impaired at Work?
Cannabis Use %
Mining 9
Agriculture 13
Manufacturing 13
Transport 13
Construction 20
Retail 16
Finance 1...
Alcohol
Mental
Illness
Drugs
Which came first?
Duty of Care
Reduce
presenteeism
Limit
Liability
Improve
Productivity
Protect
company brand
Even though you may not have a...
Is Drug Testing the Answer
Topical Issues
 Fit for Work v Use
 Reward v Return
 Australian Standards
 New Psychoactive...
Elements of a Policy
 Policy
 Not fit for work
 Responsibilities
 Intervention (consistency)
 Reporting
 Risk assess...
Legal Case 1
Employee dismissed after smoking marijuana at
work, while two other employees only warned.
AIRC ruled unfair ...
Elements of a Communication Plan
How are we communicating
Frequency of communication
What are we communicating
Who is comm...
Legal Case 2
Employee dismissed after 2nd positive test in 6
months. Dismissal deemed unfair because
• insufficiently comm...
Elements of a Training Program
Frequency of training
How are we training?
Objectives of the training?
Focus on Prevention!...
Legal Case 3
Employee died while attending a work conference.
• Unlimited drinks during the conference dinner
• Heavily in...
It is unlikely any single one
strategy will be appropriate
for all workplaces
Best Practice
Best practice measures
 Tailo...
Legal Case 4
Employee dismissed with 0.07% blood alcohol concentration.
Dismissal upheld.
 Organisation had an alcohol & ...
Natasha Jager
National Manager, Workplace Services
natasha.jager@adf.org.au
adf.org.au/workplace
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Natasha Jager - Australian Drug Foundation - Reducing the hidden impact of Alcohol & Drugs in the Workplace

Natasha Jager delivered this presentation at the 17th Annual Workers Compensation Summit. The 17th Annual Workers Compensation Summit provided an excellent platform to hear about current legislation in the industry as well as feature industry case studies. In addition, the Summit examined key issues and challenges; assess the potential outlook for workers compensation and more importantly ascertain the relevant initiatives and strategies required going forward. More info at http://bit.ly/1SgvkXJ
Published on: Mar 3, 2016
Published in: Business      
Source: www.slideshare.net


Transcripts - Natasha Jager - Australian Drug Foundation - Reducing the hidden impact of Alcohol & Drugs in the Workplace

  • 1. Alcohol, Drugs & the Workplace
  • 2. Presentation Outline Facts and Stats Does your workplace have a problem? How recreational use of alcohol and drugs can effect the workplace Strategies to reduce your risk
  • 3. Impaired at Work? Cannabis Use % Mining 9 Agriculture 13 Manufacturing 13 Transport 13 Construction 20 Retail 16 Finance 14 Hospitality 26 Ecstasy Use % Mining 2 Agriculture 4 Manufacturing 5 Transport 4 Construction 5 Retail 6 Finance 6 Hospitality 10 *Pidd, K., Shtangey, V., & Roche, A., (2008). Drug use in the Australian workforce: Prevalence, patterns, & implications. Findings from a secondary analysis of 2004 NDSHS data. Meth/Amph Use % Mining 1 Agriculture 5 Manufacturing 5 Transport 5 Construction 5 Retail 5 Finance 4 Hospitality 9 Alcohol Use % Mining 24 Agriculture 20 Manufacturing 20 Transport 15 Construction 19 Retail 18 Finance 20 Hospitality 21
  • 4. Alcohol Mental Illness Drugs Which came first?
  • 5. Duty of Care Reduce presenteeism Limit Liability Improve Productivity Protect company brand Even though you may not have any alcohol or drugs in your system, workplace safety can be compromised for much longer.
  • 6. Is Drug Testing the Answer Topical Issues  Fit for Work v Use  Reward v Return  Australian Standards  New Psychoactive Substance Fit for Work Use
  • 7. Elements of a Policy  Policy  Not fit for work  Responsibilities  Intervention (consistency)  Reporting  Risk assessments  Identification of impairment  Testing  Discipline  Repeated offences  Workplace events
  • 8. Legal Case 1 Employee dismissed after smoking marijuana at work, while two other employees only warned. AIRC ruled unfair dismissal. Points to remember Clear alcohol & drug policy Consistently applied to all employees
  • 9. Elements of a Communication Plan How are we communicating Frequency of communication What are we communicating Who is communicating What is the worker hearing?
  • 10. Legal Case 2 Employee dismissed after 2nd positive test in 6 months. Dismissal deemed unfair because • insufficiently communicated • managers didn’t know what action to take Points to remember Clear alcohol & drug policy Policies are communicated to all employees
  • 11. Elements of a Training Program Frequency of training How are we training? Objectives of the training? Focus on Prevention!  Face to Face  Online  Toolbox Sessions  Induction  Quarterly  Annual  Policy Awareness  Improve wellbeing  Reduce incidents
  • 12. Legal Case 3 Employee died while attending a work conference. • Unlimited drinks during the conference dinner • Heavily intoxicated he left the conference to buy drugs • Disorientated, he fell off a cliff Points:  Company run event; with work the next day  Unlimited supply of alcohol  What message is this sending to your employees?
  • 13. It is unlikely any single one strategy will be appropriate for all workplaces Best Practice Best practice measures  Tailored to your workplace  Adopt a multifaceted approach  Lead from the top down  Whole of organisation approach
  • 14. Legal Case 4 Employee dismissed with 0.07% blood alcohol concentration. Dismissal upheld.  Organisation had an alcohol & drug policy  The alcohol & drug policy was communicated  Employee received education about alcohol & drug Points to remember Education of alcohol & drugs Clear alcohol & drug policy in place Communication of policy to all employees Consistently applied policy to all employees
  • 15. Natasha Jager National Manager, Workplace Services natasha.jager@adf.org.au adf.org.au/workplace

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