iii) Ensure there is clear communication and provision of information throughout the development stage

iii) Ensure there is clear communication and provision of information throughout the
development stage

To introduce a new policy successfully, it may be necessary to take steps to overcome anxiety
among workers. Throughout development, employers should convey the message that the
business values its workers and is committed to responding responsibly to the issue of alcohol
and other drugs and ensuring safety. Management should also be seen to actively promote and
reinforce such a policy both initially and on an ongoing basis. The policy should clearly explain
why an alcohol and other drug policy will benefit the workplace.
Employers should point out that, while not responsible for the private lives of their workers,
they carry the primary responsibility for safety at work through creating and maintaining a safe
working environment. The impact of unsafe behaviour caused by alcohol and other drugs
should be emphasised in communications about the policy.
The concept of regulating alcohol and other drug use may challenge some attitudes and
existing practices of workers and employers. Focusing on creating and maintaining a safe
working environment may help to overcome some of these barriers.
Content of a workplace alcohol and other drugs policy
The content of the alcohol and other drugs policy should be based on the identification of
hazards and assessment of workplace risks and the strategies to address them (see previous
sections).
Much of the content will depend on the perceived extent of alcohol and other drug use,
assessment of the associated risks and the individual requirements of the workplace. For
example, some workplaces may require an alcohol and other drugs policy whereas others
may only require a policy on other drugs.
The policy could be incorporated into an existing occupational safety and health policy
framework. For example, it may be appropriate to have a policy that deals with impairment
from a wide range of sources, including fatigue.
As with any occupational safety and health policy, an alcohol and other drugs policy and its
supporting procedures should be simple and easily understood.
An effective policy should include information on the following areas:

•. rationale — the policy should include an explanation about why it is being implemented,
with an emphasis on the safety and health of all workers and that alcohol and other drug
usage can affect all at the workplace not just those who partake;
•. aims and objectives — the policy should aim to prevent safety and health issues
arising in relation to alcohol and other drugs use, while also addressing the response to
occurrences of usage and rehabilitation. The objective could be, for example, fostering and
maintaining a safe working environment. The expected outcomes and standards arising
from the policy should also be clear;
•. scope — the application of the policy and its supporting procedures should be outlined.
It should be clear that every person, including employers, directors, consultants and
workers, as well as visitors, clients, customers and contractors entering the workplace, are
covered. People at the workplace need to be assured that there will be no discrimination in
the way they are treated under the policy and its supporting procedures;

•. workplace specific content and details — the policy should be specific to each
workplace and an individual document, not one just copied from elsewhere. Taking into
account workplace specific risks and hazards, it should include:
- specific controls and strategies in place to address issues arising from alcohol and/or
other drug usage. If considering implementing drug testing, full consideration should be
given to relevant factors (see section 4); and
- contact organisations for further information or assistance (see Appendices 1 and 2);
and
•. infringement of the policy — it is important to ensure that all people at the workplace
have a clear understanding of what constitutes an ‘infringement’ in relation to alcohol and
other drugs use. A written policy is a good opportunity for clear direction to be given about
acceptable and unacceptable behaviour in relation to alcohol and other drugs.
The policy also provides the means to state clearly what happens on the first, second and
third infringement, if more than one infringement is possible. This should be determined in
consultation with workers and safety and health representatives, where they exist, through
workplace consultative processes. The policy may include provisions to ensure compliance.
The policy should also identify complaint and grievance procedures, including processes for
review of breaches. Employers and workers should keep confidential the proceedings of any
complaint and grievance procedure.