Introduction
This is where an organisation makes a general statement of intent or sets out briefly the reasons for a policy. Many policies make use of the introduction to set out the scope and application of the policy, stating that the policy applies to everyone in the organisation and when it applies.
Aims and Objectives
This sets out what the policy hopes to achieve. The following examples are set out in the Home Office and the Kent and Hertfordshire Drug Action Teams, Substance Misuse and the Workplace: Updated Training Pack (2005),
‘This policy has been developed to actively promote the health and wellbeing of all employees. Its purpose is to ensure that:
- All employees understand the dangers and harmful effects of drug and alcohol misuse
- All employees are aware of their responsibilities regarding drug and alcohol at work
- Problems are identified and dealt with appropriately at the earliest stage possible
- Support and assistance is offered to those having a drug or alcohol problem which affects their work performance.’(1)
Other aims and objectives might include increasing safety, reducing accidents and absenteeism and complying with legal obligations.
Definitions
An organisation should define what it means by drugs, alcohol and misuse.
The NTA defines misuse as ‘illegal or illicit drug taking or alcohol consumption which leads a person to experience social, psychological, physical or legal problems related to intoxication or regular excessive consumption and/or dependence’.(2) Others might choose to state that it includes the misuse of painkillers or ‘over-the-counter’ drugs which are legal.
An organisation should also state how it classes drug or alcohol misuse in the workplace – a health, capability or disciplinary issue.
The NTA itself is clear on how it classes misuse in its organisation; it regards misuse as a health issue initially, unless work is affected. In which case, if performance is affected it is a capability issue, and if conduct is affected it is a disciplinary issue.(3) The subsequent action taken depends on how the problem is defined by the employer.
Most advice recommends treating alcohol and drug dependency as a health issue initially. Disciplinary procedures may follow later, but not immediately after the discovery of the problem. However, drug misuse might be immediately treated as a disciplinary issue if an employee is in a ‘safety-critical’ post (such as a pilot or worker of machinery), if an employee is not dependent or if an employee denies the existence of a problem.
This progression should be set out under ‘procedures’ in a policy and once again, the need for organisations to assess their own work environment is essential, as is the importance of discussion with trade union and personnel advisors.
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