Guidelines for the management and rehabilitation of employees with problems consistent with misuse of alcohol or drugs

Guidelines for the management and rehabilitation of employees with problems consistent with misuse of alcohol or drugs

1. Any employee who has reasonable grounds to suspect a problem in another person, based on observations of deteriorating work performance abnormal conduct or behaviour or incidents in which safety is compromised, brings the matter to the attention of their manager.

2. A manager who is advised that a person may have a drug or alcohol related problem or who observes any of the above factors documents all relevant evidence and discusses the case with a Company appointed Occupational Physician and the relevant Human Resources Manager.

misuse of alcohol or drugs

 Where the manager believes that an employee has attended work unfit to perform their duties safely or effectively, he or she documents their observations and arranges for the employee to be transported home or for appropriate medical assessment and assistance.

3. The manager discusses the problem, including the basis for the concern and the relevant company procedures, with the person and notes the person's response.

 The manager does not:
• Attempt to diagnose the problem.
• Use judgemental terms in the discussion (e.g you are "drunk", "stoned", "an addict", or "an alcoholic")

4. The manager refers the person to a Company appointed Occupational Physician, a resource nominated by a Company appointed Occupational Physician, or a Site Employee Assistance Program.

5. Upon confirmation of a drug or alcohol related problem the person is referred to an appropriate expert organisation approved by the Company appointed Occupational Physician.

6. The Company appointed Occupational Physician and/or the business rehabilitation manager liaises with the expert organisation to monitor progress, and provides regular reports to management on the employee's progress.

7. Any medical information is kept confidential to the Company appointed Occupational Physician.

8. Upon completion of a rehabilitation program, the Company appointed Occupational Physician determines the requirements for ongoing review, taking into account the initial problem and the person's future work.

9. In the event of a recurrence following completion of the rehabilitation program, the course of action is determined by management, based upon the advice of a Company appointed Occupational Physician.  Such action will be based on work performance criteria.