Alcohol and drugs in the workplace

Fatigue from upwards of fifteen hours non-stop work can produce the inattentiorr, altered perception, inappropriate reaction to events, and delayed reaction times which alcohol does. The effects of so-called recreational drug use, and this includes alcohol, can carry over into the workplace. In the case of alcohol, there may be a zero blood alcohol level by the time the employee starts work, but an increased level of irritability. This can lead to industrial relations disputes, or accusatiorrs of workplace bullying. 

Impaired judgement can affect high-level business decisions if these are taken at a business meal which involves substance abuse. 

Issues like employees driving home after an on-the-premises sundowner or happy hour need to be considered. The policy must not be seen to be an undue interference in an employee s private life, but that is not to say that workplace wellness campaigns shouldn t target alcohol, drags, smoking, and fitness and eating habits. The problem arising from workplace social functions can be reduced if low or non-alcoholic drinks are available and adequate food is provided. 

Special provisions may be needed in relation to alcohol usage in offwork time at the camp or mine village on a remote minesite. 

The procedures developed to implement the alcohol and drug policy need to be clear so as to avoid ai misunderstandiugs. If someone is stood down, it needs to be done in a w which is clearly ontlined in advance and fair to the individnal. The procednres shonld deal with what is to ocenr if the pohey is breached by an employee, and describe the sanctions which appfy, which shonld increase in severity for repeated breaches. 

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