Ensure your organisation is covered by implementing Drug and Alcohol Procedures & Policies. Download our fully customisable, printable version of the drug and alcohol policy template now. Entirely free.
This free Australian Drug and Alcohol policy template will outline your organisation’s role and your employee’s responsibilities. Alcohol and other drug use become an occupational health and safety issue if an employee’s ability to exercise judgment, coordination, motor control, concentration and alertness at work is impaired.
The objectives of an alcohol and drugs policy is to help your business with:
Ensuring the health and safety of everyone in your workplace
Achieving it’s productivity and overall business goals
Making sure you are have a clear statement of confidentiality
Explicitly stating to your workforce that drugs and alcohol abuse is not tolerated
Establishing employee assistance programs
Download your free template now ➡
To download the policy template, we just need a few quick details.
What is a Drug and Alcohol Policy?
A Drug and Alcohol policy sets out your general approach and commitment together with the arrangements you have put in place for the consumption of, or being inhibited by, drugs and alcohol in your business. Comprehensive workplace alcohol and other drug policies apply to all workers in the workplace and include prevention, education, counselling and rehabilitation arrangements. It is a unique document that says who does what, when and how.
The success of a Drug and Alcohol policy plan depends on:
the aims and expected outcomes of the policy
the standards of behaviour required to comply with the policy
the value of senior management commitment to the policy and for creating workplace awareness about the harmful effects of alcohol and other drugs
the factors in the workplace that may contribute to harmful drug and alcohol use
the role of restrictions on the availability of alcohol and other drugs in the workplace, eg at company functions
early intervention: the earlier a problem is addressed, the better the chance of successful management
reporting procedures: a confidential process for reporting alcohol and other drug misuses will encourage both the affected employee and/or others to report hazards. Consider having a data item in your incident reporting systems that identify if alcohol or other drugs involvement may have been a factor
the type of counselling and support services that are most appropriate for the workplace in question
the education, information and training needs of managers, supervisors and employees
confidentiality, privacy and anti discrimination requirements
the types of disciplinary action that are suitable for the workplace in question.
Is it a legal requirement?
Drug, alcohol and other substance misuse is everyone’s responsibility. It affects workplace health, safety and productivity. Everyone in the workplace has a role to play in occupational health and safety, however, under the Occupational Health and Safety (OHS) Act, ultimate responsibility for providing a safe workplace rests with the employer. As a business owner, you must meet the WHS requirements set out in the acts and regulations in your state or territory.
Why should you have a Drug and Alcohol policy?
We understand that writing and reviewing policies and procedures takes time away from an employers’ core business and so this task is always at the bottom of the to-do list. If this is occurring in your business you should be warned that neglecting your policies and procedures can come at a considerable cost to your organisation.
All organisations who employ staff should have well documented policies and procedures, at the very least, for the following reasons:
Policies and procedures can fulfil employers’ obligations and responsibilities under certain legislation such as work health and safety and discrimination legislation.
Policies and procedures provide employees with a clear understanding of what is expected of them.
Policies and procedures provide a fair, predictable and consistent approach to managing the workplace and workplace issues. Avoiding the need to make it up as you go which in almost all cases will result in a problem.
Being able to refer to a set of policies and procedures can save time when inducting new employees and for training purposes.
Policies and procedures and a written employment agreement are valuable reference tools in managing workplace issues arising from employee misconduct or inappropriate behaviour.
Download your free copy of this drug and alcohol policy template now.
HR compliance is so much more than just filling out paperwork. It’s important to take the time to ensure your business is compliant with Fair Work legislation so you can avoid these 11 top HR fails and the hefty fines that go with them.
Ask an HR consultant about the best way to deal with toxic employees and they’ll tell you to avoid hiring them in the first place! While this is sound advice, it comes as cold comfort to you if you’ve already made the hire and are now dealing with managing toxic behaviour.