Procedures for dealing with alcohol

iii) Procedures for dealing with alcohol and/or other drugs impaired people
It is not possible to clearly identify if a person is intoxicated by alcohol and/or other drugs purely on
observation. Therefore, it is important that the emphasis is on feedback about observed behaviours
that have caused concern at the workplace. Making 'accusations' of alcohol and/or other drugs use
should be avoided.
When dealing with apparently impaired workers at the workplace:
• avoid using terms such as 'You're drunk';
• be brief, firm and calm. Use their name. If necessary, repeat your message, such as 'I am
instructing you to stop work for the day. Arrangements will be made for you to go home';
• do not argue or debate, simply repeat your message; and
• make arrangements to ensure they get home safely.
If the apparently impaired worker refuses to cooperate, possible steps to implement include:
• contacting a person specified in the workplace alcohol and other drugs policy and/or supporting
procedures. This may include a union representative, the employer or another person specified;
• assessing risks; and
• either evacuating all surrounding people at risk from the location of the impaired worker or
isolating the impaired worker.
After the incident and when the employee has returned to the workplace not impaired by alcohol
and/or other drugs, an investigation should be instigated. This should be based on the alcohol and
other drugs policy and its supporting procedures, for example it could involve the site manager or
safety staff and appropriate processes. It may also include:
• according to the situation, arranging for sick leave, special leave or arrangement for sickness
benefits advice;
• making clear to the employee the policy regarding further incidents; and
• providing information and advice about alcohol and/or other drugs abuse, assessment and
counselling.

Should further incidents occur involving the same employee impaired by alcohol and/or other
drugs, possible steps include:
• repeating the above procedure;
• following the disciplinary procedure outlined in the alcohol and other drug policy or other
workplace procedures;
• keeping all relevant parties informed; and
• encouraging them to seek information, counselling and treatment, if appropriate.