Employees have a responsibility to ensure they take reasonable care to protect their own health and safety and that of others while in the workplace, in particular, by not being affected by drugs or alcohol to the extent that it impacts on their own or another person’s safety or work performance.  The effects of intoxication may include impaired judgement and skills, reduced concentration and increased workplace accidents.

It is important that businesses have a drug and alcohol policy and procedure in place to ensure both the employer and employees understand their rights and responsibilities in regards to the consumption and use of alcohol and drugs during working hours.

Employees should not arrive to work or return to work from any break under the influence of drugs or alcohol.  If it is considered that an employee is affected by drugs or alcohol and is incapable of performing their normal duties in a safe and efficient manner, the manager must arrange for a witness to also assess the employee.  The witness must be familiar with the employee’s normal behaviour and mannerisms and be able to support the assessment that the employee is incapable of performing their normal duties.

If the assessment is supported, the employee should be advised to leave the workplace and go home. The manager will assist the employee in finding safe transport home.  If the employee leaves the workplace as advised and does go home, it will be recorded as the employee being absent from work with pay, unless otherwise stated in the relevant industrial instrument or legislative provision.

If the employee refuses to leave the workplace, despite having been advised to do so, the employee will be suspended (on full pay) and directed to leave the workplace, while the manager reviews the employee’s conduct.

Upon the employee’s return to work, an appropriate counselling session should be carried out with the employee prior to them recommencing their normal duties to discuss the reasons for their behaviour and to reinforce the business’s policies on such behaviour.  Appropriate disciplinary action may then be taken in accordance with the employee’s conduct and the results of the counselling session.