12 August 2015
Drugs and alcohol may be “introduced” into the workplace through a variety of means ranging from your staff’s attendance at company events or work-related functions (conferences, client gatherings, etc) where alcohol might be served, to personal use of recreational drugs, self-medication with alcohol or even more commonly, prescription medicines.
Given the risks that intoxication and impairment may pose to your brand or organisation, what rights and obligations do you have in relation to drugs and alcohol in the workplace?
We will explore:
- why you should draw the line and where to draw the line;
- how to implement and enforce zero tolerance policies;
- case law on drug and alcohol testing in the workplace; and
- best practice tips on managing drugs and alcohol in the workplace.