Do you have a drug & alcohol policy?

Does your organisation have a drug and alcohol policy?

To be a good corporate citizen, a company cannot only be focused on shareholders, or people with a financial stake in the business. Decision-makers need to consider the impact the business has on all its stakeholders, including employees, the environment, local communities, and everyone along the supply chain.

A prime feature of good corporate citizenship is ethics and compliance. Your company should have a resolute code of ethics that embodies the organisation's values. It provides a common set of standards for all of the company's stakeholders to adhere to and defines its best practices.

As a minimum, your company should have a code of conduct that addresses the consequences of the abuse and use of drugs and alcohol in the workplace.

Here are some key points to consider in developing such a policy:

Clear Guidelines: Establishing a comprehensive drug and alcohol policy sets clear expectations for employees.

Safety Priority: Prioritizing safety ensures a secure work environment for all employees.

Legal Compliance: Adhering to legal requirements mitigates risks and potential liabilities for the company.

Employee Support: Providing resources for addiction support demonstrates a commitment to employee well-being.

Training and Education: Educating employees about the policy and its implications fosters understanding and compliance.

Consistent Enforcement: Fair and consistent enforcement of the policy maintains fairness and accountability.

Regular Reviews: Periodic reviews of the policy ensure it remains relevant and effective in addressing evolving challenges.

Open Communication: Encouraging open dialogue allows employees to voice concerns and seek assistance without fear of reprisal.

Positive Culture: Cultivating a culture of respect and support promotes a healthy workplace environment for all.

The CEO and senior management set the tone and culture towards drugs and alcohol. Failure to do so exposes the company to the risk of litigation and an unsafe workplace for innocent workers. In an environment where news travels faster than lightning speed through social media, managing reputational damage for organisations should be high on the CEO’s agenda!

As HR practitioners you are in the driver’s seat to influence and drive a policy on drugs and alcohol.