Guest Blog – Addressing the drugs menace…
Safedem’s William Sinclair explains how he is addressing drug abuse in the workplace.
Several months ago, Demolition News produced an audio podcast featuring Building Health’s Nichola Elvy discussing the potentially explosive issue of drugs use in the demolition workplace. That podcast, the most downloaded on our iTunes area, led to a great deal of debate and discussion.
Fresh from winning both the Demolition Company of the Year and Explosive Demolition trophies at the inaugural Demolition Awards in Amsterdam last weekend, Safedem managing director William Sinclair explains how his company went about tackling this highly contentious issue:
When I first wanted to introduce drug testing at Safedem, I firmly believed I was acting responsibly; after all demolition is a safety critical activity and everyone knows drugs can effect performance, reaction time, etc.
However, I was quickly advised by my personnel department that I could not introduce blanket drug testing in one swoop. First we would have to rewrite the Company Handbook and Terms of Employment. We would then need to consult with all the staff, and take on board any concerns – a process that took literally months – before giving Building Health the green light to proceed.
Whilst this consultation was ongoing, I was informed that under Section 8 of the Misuse of Drugs Acts 1971 an employer who knowingly permits drugs to be used in the workplace could face prosecution. Now hold on – I was not aware of any use, let alone misuse! All this was becoming a can of worms.
I was also advised that I was likely to face an employment tribunal if we dismissed an employee following a failed drug test.
Furthermore the Human Rights Act 1998 and Data Protection Act 1998 affords individuals the ‘right to respect for their private and family life’ and also places limits on the processing of personal data.
What seemed a great initiative was fast becoming more hassle than it was worth? But as a responsible employer in the demolition industry, I wanted to ensure I had done all I could to ensure a safer workplace, so we pressed on.
We referred to an Independent Enquiry on Drug Testing at Work which stated that intoxication will be a risk factor in a safety critical environment although it is not the only source of risk. The enquiry document concludes that drug testing is no substitute for training, good management and consultation with the workforce.
So with drug testing information coming out of my ears what did we do?
Below is a quick summary and principle of what we have applied to date:
1. Demolition is a safety critical activity
2. Drugs are present in all parts of society
3. Consult with the workforce, let them know why we intend to drug test ( for their safety and the safety of their work mates)
4. Introduce a random drug testing programme (You cannot persistently test one particular individual)
5. Offer and give support and advice to any employees who fail a drugs test.
6. Introduce the topic of drugs in the work place within all aspects of training and promote a drug free culture at work.
7. If an employee continually fails a drug test – and their performance is being impaired by drug use and they are therefore jeapordising safety standards on site – lay it on the line – their employment will be terminated.
And the results after introducing drug testing ? One employee tested positive to cannabis use which can apparently stay in your system for weeks.
Is it more hassle than it’s worth? At the outset I must say I have thought so.
But now we have the systems and procedures in place I know I have taken another step to ensuring I have helped create a safer demolition workplace.
Posted: November 11th, 2009 under General.
Comments
Comment from john woodward
Time November 12, 2009 at 4:34 am
Well done William.
When I ran Loxley Dismantling several years ago we were one of the first demolition companies to introduce drug testing because we worked for Rail Track and had little choice.
Initially it was difficult as management often see drug use as being a workforce problem only and are. therefore, reluctant to be tested even though a drug test regime can only work if it is across the board and random.
We did have employees who tested positive for cannabis and one who tested positive for cocaine (which stays in the system far longer than cannabis) and all of them received drug counselling to help with the drug use.
I would say that in today’s market drug testing must be done if you want to be in the Premier League and it shows a good committment to occupational health which is going to be the “next big thing” as far as HSE are concerned. If you want to implement a policy then take our half day drugs and alcohol awareness training course first to see what you need to do.
Finally well done again to Safedem on tackling a difficult subject well and head on.
Comment from Andrew Munro
Time November 11, 2009 at 6:46 pm
William,
Another reason why you won the award; everyone else would have given up.
Well done!
Andrew