While alcohol consumption is a large part of many cultures, including Australia, it can have a number of negative side effects when exploited.

Alcohol doesn’t need to be consumed on a worksite to have an effect on an organisation. In fact, prolonged exposure can:

• Affect the physical and mental health of employees, leaders and stakeholders
• Impact a sufferer’s income due to absence, dismissal or impairment
• Deteriorate behaviour and mental health.

In a broader sense, around 1 in 20 Australians suffer from a substance addiction – the most common being cannabis, ecstasy, cocaine and meth/amphetamines.

Similarly, the use of drugs can:

• Impair judgement and mental state – sometimes fostering anxiety, depression and delusion
• Create extreme fatigue
• Physically impact the sufferer and increase the risk of accidents.

This is why drug and alcohol testing for any workplace, especially physical labour, is paramount for company safety.

AusHealth Work collaborate with clients to create new policies. We bring our knowledge of best practice and expertise in the field to fully customise a drug and alcohol policy and procedure to meet your unique needs.

This could include:

• Helping you select the form of testing you need, including walking you through the scientific reasons to select different testing options – e.g. deciding between oral fluid, urine or hair testing;
• The most appropriate design of testing program – when to test, what proportion of the team to include in random selection, when to undertake targeted or post-incident testing, and advising on return-to-work testing schedules;
• Best practice in education and training – educating all employees for better health outcomes, and training managers and supervisors to spot the possible influence of drugs or alcohol at work, or even advanced drug and alcohol program management;
• The role of rehabilitation and Employee Assistance Programs (EAP) – when and how to assist workers returning a confirmed positive drug or alcohol test;
• Best practice in disciplinary issues specific to drug and alcohol testing – including how many ‘strikes’ an employee handling a substance abuse issue might have before disciplinary matters are undertaken, including possible dismissal;
• Best practice in implementation and employee consultation – ensuring a smooth transition from your prior arrangements to the new drug and alcohol policy;
• Issues associated with entering discussions with active unions in your workplace – involving unions in development of your program, to ensure the interests of workers are kept at heart; and,
• Confidentiality and legal requirements of testing – how and when to disclose information, balancing safety with the privacy of the employee and the requirements of the law.