Support for your company, staff and their families
Having a workplace drug and alcohol policy should not be seen as a threat to staff but rather as a support mechanism, whereby staff know what action to take if they have a drug or alcohol problem which may affect their capacity to carry out their work responsibilities. They should know that they can confidentially report a problem without fear of disciplinary action and be able to access support, counselling and treatment for themselves and their families.
Supervisory and managerial staff will feel confident in how to support themselves and an employee who reports a problem due to drug or alcohol misuse. This does not necessarily need to be an issue with illegal drugs. For example, employees with hayfever are frequently prescribed anti-histamine, which can affect their ability to drive. A supervisor who is aware of this, may then consider giving the individual temporary responsibilities which do not include driving, thus enabling them to remain safely at work rather than reporting sick, thereby minimising any possible Health and Safety issues.
Colleagues should be aware that they can report their suspicions that a colleague has a drug or alcohol misuse problem, which may be affecting their work, in the knowledge that the issue can be dealt with confidentially and positively and without necessarily resulting in disciplinary procedures. Frequently, staff lose their work focus because of concerns about a family member who has a drug or alcohol misuse problem.
Through DATS, they can receive advice, counselling and support for both themselves and their family members in an impartial, confidential and professional manner.