thursday 1 december 2011 drugs and alcohol at work – key issues for hr practitioners
TRANSCRIPT
1. Issues
Drinking or taking drugs whilst at work Being under the influence of drugs or alcohol at work Prescribed drugs Absence caused by drugs or alcohol Introducing and/or enforcing a policy Tolerance levels Testing, if at all Disciplinary or occupational issue? Strike???
2. Relevant Law
HSWA 1974 Management of Health & Safety at Work Regs
1992 Transport and Works Act 1992 Misuse of Drugs Act 1971 Road Traffic Act 1988 ERA 1996 – s98 (unfair dismissal) Equality Act 2010? Human Rights Act 1998? Data Protection Act 1998?
3. Need for Policy
Sets out clear guidance and rules Allows employees to understand when support may
be available Allows employees to understand when the
disciplinary procedures may apply Gives guidance to managers and supervisors so
they know what action to take when faced with aproblem
Helps meet legal responsibilities Helps reduce risk, accidents and absenteeism Reduces private healthcare premiums
4. CIPD Stats
Just under 60% have rules in place re: drugs and alcohol
60% use disciplinary procedure when managing drugs and/or alcohol misuse at work
Just over 25% use a capability procedure as part of their approach to the issue
5. Policy Implementation or Alteration
If you need to introduce/amend a policy, much better to consult with and gain the support of the workforce
Works committee/safety committee Message needs to be that purpose is
health, safety and welfare orientated Impact assessment
6. Key Elements of Policy
Aim/objectives – policy statement as to why it exists and who it applies to
Responsibility – who has overall responsibility and who will be tasked with enforcement
Definitions – what constitutes misuse of drugs/alcohol at work – not limited to just recognised drugs or alcohol – consider possible solvent misuse
What the rules are – at work, outside of work, at work functions/business meetings, tolerance levels (if any) and applicable to which employees
7. Key Elements of Policy [cont]
Support mechanisms for those with a problem, such as counselling and rehabilitation schemes
Confidentiality aspects for those that confess to drug/alcohol problems
Disclosure of use of prescription drugs which may impair ability
Testing When disciplinary action may be taken and
what would constitute gross misconduct When issues may be reported to the Police
8. Testing
Does it have to be contractual? Pre-employment screening (35% safety
critical) Routine or occasional random (27% alcohol,
20% drugs safety critical) For cause – after accident, incident, part of
rehabilitation and/or suspicion (40% safety critical organisations)
Across which employees
9. Testing [cont]
How will testing be conducted (breath, urine, hair) – 55% breath and 64% urine (alcohol), 20% saliva, 4% hair (drugs)
Who will be responsible for it and ensuring equipment calibrated
Safeguards for test results Implications for refusal to comply with
request for testing
10. CIPD Stats
22% carry out testing, further 9% were planning on introducing testing
65% do not test at all and have no plans to test
Most common approach is to test when employee suspected – “for cause”
10% use random testing, much greater in safety critical roles
11. Education and Training
Key element to any successful drugs and alcohol policy
Particularly relevant to the effects of drugs and alcohol and how long those effects last for
Induction on policy and rules, regular awareness campaigns by newsletters, emails, intranet
Training to management on spotting signs, handling and testing
Only 33% train their managers/supervisors as part of their efforts to communicate policies on drugs and alcohol
Only 22% train staff generally
12. FAQS
1. Can an employer undertake random drug or alcohol testing of all employees?2. What should the level of tolerance be to a positive test?3. What if an employee refuses to submit to a test under the contract of employment or policy?4. Are there any data protection issues arising from drug and alcohol testing?5. Can an employer immediately dismiss someone if they test positive for drugs or alcohol?
13. FAQS [cont]
6. Do we have to offer counselling or rehabilitation first?7. Will an employee be “disabled” for the purposes of the Equality Act 2010 if they are addicted to drugs or alcohol?8. Is there a possible breach of the Human Rights Act 1998 and the European Convention of Human Rights by drugs and alcohol testing?9. Is an employer responsible for employees drinking alcohol at works parties?