Drug and Alcohol Policy & Procedure Development

A technically and legally correct Alcohol & Other Drug (AOD) Policy & Procedure is the foundation of any successful Drug Testing Program and Drug & Alcohol Management Program (DAMP).

Our team helps develop a legally compliant and industry-specific comprehensive Policy & Procedure that has covers a range of strategies including, but not limited to, employee Education & Awareness (E&A) training, manager / supervisor training, documented processes for breaches of the Alcohol & Other Drugs Policy or Procedure, an Employee Assistance Program (EAP) and AOD testing.

Importance of AOD policy at your workplace

A comprehensive Alcohol & Other Drug (AOD) policy is more than just a legal requirement; it’s a framework to ensure the well-being of your employees, a safe workplace for all and to build a trustworthy company reputation.

By clearly outlining the expectations and consequences related to drug and alcohol use in your AOD policy, you set your workplace up for successful prevention of drug-related incidents, reduced liabilities, and a culture of safety and responsibility.

Things To Consider While Developing An AOD Policy?

A detailed Alcohol & Other Drug (AOD) policy sets you and your company/organisation for success. When developing an AOD policy, some key factors like specific industry, state laws, and fair work rights need to be considered. Here is what our expert team considers while developing a thorough policy for you:

Clear Definitions and Scope:

We ensure that your policy clearly defines what constitutes drug and alcohol use, impairment, and unacceptable behaviour in accordance with WorkSafe laws of your specific state.

Real-Life Implementation:

We ensure that the policy we develop for your specific workplace is practical and workable in a real environment.

Legal Compliance:

We ensure that the policy adheres to local, state, national laws, and follows correct Australian Standards, WHS Laws or other Legislation relevant to your industry.

Testing Protocols:

We ensure to clearly include which types of tests may or may not be used (e.g., pre-employment, random, post-incident), how often they’ll be conducted, and the detailed procedures for each scenario.

Breach of Policy:

Your policy will clearly outline what will be considered “breach of policy” and the consequences of violating the AOD policy. This may include initial warnings, mandatory counselling or rehabilitation, suspension, or even termination, depending on the severity of the breach.

Support Programs:

A detailed policy will include resources for employees, such as Employee Assistance Programs (EAPs) or rehabilitation options, to support those affected by substance issues.

Communication and Training:

To effectively implement the policy, an effective education and training program needs to be in place so that every employee understands the policy’s importance, and their rights and responsibilities.

Need a Custom AOD Policy For Your Workplace?

Our team can help develop a comprehensive, legally-compliant policy and procedure that is custom built for your specific industry!

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Common Mistakes While Developing AOD Policy

After helping businesses of all sizes develop AOD policies all across Australia, here are some common mistakes that we have come across and avoid while developing AOD policies:

Vague Language:

Vague terminologies and definitions can lead to misunderstandings and inconsistent implementation. For example, the terms “under the influence” or “impairment” are very difficult, if not impossible, to prove and should not determine a breach of policy or even a general approach to conforming. It is also important to add a separate “definitions” in Appendix of your policy to avoid any loopholes and legal misunderstandings.

Inconsistent Enforcement:

Failure to document the actual testing procedure can lead to legal troubles and inconsistent implementation. An AOD policy should include clear guidelines of the testing procedure, so workers know their rights and responsibilities.

Ignoring Industry Specifics:

Each workplace has unique challenges and cultural factors. Make sure the policy fits your company’s environment and industry standards.

Case Study of AOD Policy Development

Perkins Vs Golden Plains Fodder – South Australia

An employee was dismissed from employment for refusing to submit to a request for a drug test. The matter was referred to the Commissioner who found in favour of the employee.

Employer mistakes included:

Policy and Procedure inconsistent and unclear.
Rationale referred to impairment rather than fitness for work.
Compliance with the Policy and Procedure extended to the conduct of the employee’s private life which was determined to be “harsh and unreasonable” (Urine testing).
The type of testing to be conducted was not defined in the Policy or Procedure.
The Drug & Alcohol Policy was “not even understood by its authors who had attempted to elevate it to a purpose it was never able to or intended to achieve”.

Need Some Help On Your Policy?

Our expert team have reviewed and written hundreds of AOD Policies and Procedures. We can complete a full review of your current documentation or if required a completely new Policy & Procedure.

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Why Choose Us for AOD Policy Development

Here is why you should us to develop Alcohol and Other Drugs policy for your workplace in Australia:

Compliant Policy: We create policies and procedures that are legally compliant with correct Australian Standards, WHS Laws or other Legislation relevant to your industry.

Ongoing Support: We offer continued guidance and updates to keep your policy compliant and effective as regulations change.

FAQs about Alcohol And Other Drug Policy Development

What is the purpose of the alcohol and drug policy?

The primary purpose of a comprehensive AOD policy is to establish a safe, healthy, and productive workplace that sets clear regulations for drug and alcohol use at the workplace, helps prevent substance-related incidents, and provides support for employees dealing with alcohol or drug issues.

What are the benefits of drug policy?

A practical and workable AOD policy reduces workplace risks, promotes employee well-being, and protects the company’s reputation. It creates a culture of safety and responsibility, and creates a more positive and productive work environment.

How is an AOD policy implemented at the workplace?

Successful and hassle-free implementation involves creating a clear policy document, and communicating it to all employees through training and education programs. To keep the policy consistent with changing regulations, it is important to regularly review and update parts of the policy.

What should be included in an AOD policy?

A detailed AOD policy should include clear definitions and terminologies, testing protocols, procedures for breaches, consequences, and support options, like an Employee Assistance Program (EAP). It should also outline roles and responsibilities for managers and employees.

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