Workplace induction

iv) Workplace induction
The supporting procedures should address workplace induction to ensure new workers are made
aware of and understand the policy and procedures in relation to alcohol and other drugs.
v) Confidentiality
Procedures dealing with confidentiality and protection of privacy should be included in the
supporting procedures.
vi) Rehabilitation, counselling and EAPs
If employee assistance programs (EAPs) and other rehabilitation options are available, workers
should be made aware of them. It may also be appropriate to include a means of referral to these
services that supports the policy.
The workplace's approach to referral should be clearly communicated. For example, some
workplaces support rehabilitation if the worker refers himself voluntarily, but will not support
rehabilitation in other circumstances.
The details of access to rehabilitation should also be clearly communicated.


vii) Evaluation
It is important to evaluate any workplace alcohol and other drugs policy after implementation. The
supporting procedures may provide a mechanism, including a time-frame and criteria, for such an
evaluation.
viii) Testing for alcohol and other drugs
If a workplace is considering alcohol and drug testing, it needs to consider the strengths and
limitations of such an approach, the costs and the potential unintended consequences, as well as
the potential benefits. Full consideration should be given to all relevant factors.
If alcohol or other drugs testing is introduced, then:
• written procedures for testing and an implementation timetable need to be included in the
supporting procedures;
• procedures for managing a worker testing positive from the presence of a drug at a workplace
need to be developed through a consultative process and communicated to everyone at the
workplace; and
• the follow up action and outcomes from positive drug tests should be made clear in the
supporting procedures.
More information on alcohol and other drugs testing at the workplace is included in section 4.
ix) Other people at the workplace
It may be appropriate to include supporting procedures dealing with the situation where customers,
clients or visitors enter the workplace apparently impaired by alcohol and/or other drugs. In some
workplaces, there may be a greater risk of this occurring.
The supporting procedures should provide for management of such a potential hazard through
specifying safety precautions and procedures that will minimise the risk of problems.
See also the Commission's Violence, aggression and bullying at work: A code of practice for
prevention and management and MIAC's Prevention and management of violence, aggression and
bullying at work – code of practice published by Resources Safety.


x) Work sponsored functions
Any form of alcohol use at the workplace can cause risks. If some work functions include access
to alcohol, it may be advisable to include in the supporting procedures a section outlining the
organisation's policy on consumption of alcohol at work sponsored functions, for example
where it may be provided or available for entertainment. Alternatively, a separate policy or set of
procedures dealing with work-sponsored functions may be developed.
Whichever mechanism is used, the document should clearly outline the employer's expectations of
appropriate behaviour in relation to the consumption of alcohol.
There are also a number of steps that can be taken by management to minimise the risk of
alcohol and other drugs related problems at these functions, for example:
• communicating the responsibility of workers for safe behaviour at the workplace and
expectations about low risk alcohol consumption;
• providing non-alcoholic drinks and low alcohol beverages and substantial food and, for
example, having them in a location that is more readily accessible than that for alcoholic
beverages;


• in the event someone becomes intoxicated, ensuring that they get home safely by following
normal procedures for managing intoxicated workers;
• ensuring workplace social activities do not centre around alcohol such as hosting family friendly
functions during the day as an alternative to evening functions; and
• encouraging workers to organise alternative transport prior to any function where alcohol is
available, to minimise the risk of them driving under the influence of alcohol.