Working in civil construction generally means a zero tolerance for the use of drugs or alcohol at work and/or where its use impacts on your work. Most employers have drug and alcohol testing programs in place for this reason. The health and safety risks of being impaired by drugs and/or alcohol at work are serious.
Where an employee returns a positive test to drugs or alcohol it is important that this be addressed immediately. This is for the safety of everyone involved and the public. It is also important if you suspect a worker may be impaired by drugs or alcohol that this is addressed. Other workers who suspect a worker may be impaired can and should be encouraged to report this to management.
Common questions about managing drugs and alcohol in the workplace:
1. What should I do if a worker returns a positive drug or alcohol test?
It is advisable to stand the employee down until they return a negative test. There may be circumstances where alternative duties are available but this is not required. You may also consider rehabilitation and counselling options depending on the circumstances.
2. What are the requirements for employees taking prescription medications?
It is advisable for employers to include in their drug and alcohol policy a statement that employees taking prescription medications that may impact their ability to safely perform their role should be disclosed. This could include medical marijuana prescriptions.
Once disclosed the employer can decide what the impact is on the employee’s role, rather than this being disclosed for the first time when a positive drug test is returned.
3. How do I manage the use of alcohol and drugs for employees driving a company vehicle?
Employees driving a company vehicle must not be under the influence or affected by alcohol or drugs. This includes when driving the vehicle outside of work hours. Employees caught driving under the influence in a company vehicle should advise their employer immediately.
Where an employee has been caught driving under the influence of alcohol or drugs at any time, often leading to the loss of their driver’s licence, they should disclose this to the employer. This should be made clear in your drug and alcohol policy and communicated to employees.
There is a lot of to consider when managing the use of drugs and alcohol for your employees at work.
The key points for inclusion in your drug and alcohol policy are:
- Zero tolerance for the use of drugs and alcohol at work and/or where there is an impact on your work
- Standing employees down when a positive drug or alcohol test is returned
- Requiring employees to tell their employer when they are taking a prescription medication that may impair them. E.g. Medical marijuana
- Requiring employees to advise immediately if they lose their driver’s licence for any reason
- Requiring employees to advise immediately of any incidents that occur when driving a company vehicle
Please contact us on 9009 4000 for further assistance.