It seems that in the wake of COVID, as companies return to some kind of normal, staff are not always returning with them. In fact, job mobility has increased since COVID as workers have either caught up on planned job changes (moves that were put on hold during the height of the pandemic) or have been encouraged by the strong labour market to change jobs. 1
In times of high staff turnover, it is important that you clearly communicate your policies and procedures to ensure all staff (new and old) have a good understanding of your organisation’s expectations and standards of behaviour.
This includes your drug and alcohol policy.
When onboarding newcomers, it is essential you introduce them to your drug and alcohol policy and that they understand their associated obligations. It is important that they be given the opportunity to ask questions and raise any issues they may have. Always remember to include sign-off, whereby the new employee acknowledges understanding and acceptance of the policy.
Some ways to do this include:
Small group drug and alcohol policy awareness training – Face-to-face or online
eLearning, self-paced drug and alcohol policy training
Customised policy brochure, including employee sign off
Also, don’t forget it is important to keep drugs and alcohol top of mind for all employees. You can achieve this through toolbox talks, posters, updates, and messaging in formats that suit your workplace.
If you need assistance with your drug and alcohol education material, DASA can help. Get in touch via email@example.com or on 1300 230 231.
DASA (Drug and Alcohol Solutions Australia) is proud to be leading the way in workplace drug and alcohol testing services throughout Australia. Whether your need is for workplace drug and workplace alcohol testing, advice on drug and alcohol policy or ideas on how to communicate your workplace expectations, policies and procedures to your staff, DASA can help. We have the experience, technical expertise and people to lead you to the right solution.