The AIRC has recently found that an employer had mismanaged the follow-up to an employee presenting for work in a possibly alcohol affected state. Dismissal of the employee was subsequently ruled unreasonable.
Gerald Halge v Nestle Australia Limited T/A Nestle Ice Cream

This decision has highlighted the need for all employers to consider several key issues when developing and reviewing workplace drug & alcohol policies:

• Detailed procedures are in place for the management of alcohol and other drug related issues
• Managers and Supervisors are aware of procedures and appropriately trained in their role in implementing these procedures
• Breaches of alcohol and other drugs policy should be managed as would any other OHS breach in the workplace
• Privacy and confidentiality of incidents are respected and maintained
• Documentation of performance management issues.

For assistance and advise regarding workplace drug & alcohol policy, training and testing, contact Dr David Allen on 9897 7699 or ask a question