Mar 2001 Volume 82 Number 3 "serving the protectors"

Alcohol and drugs in theworkplace – revisited

The “Alcohol and Other Drugs in the Police Workplace Policy” was launched on January 11. This came as a surprise to those who believed we were still in the consultation phase of the policy’s development.

It was December 1998 when I wrote in the Police Journal of the development of the policy and its dissemination to OHS&W committees across the State. The Police Association and members made a number of recommendations. The concerns were in the areas of the lack of employee support focus and therefore nothing on harm minimization, the actual requirements for on-call operational members, and the testing protocols that might sensibly be included.

Alcohol and drug policy evelopment issues

The first question is what do I want to achieve with my policy? If one accepts the research of the Australasian Centre for Policing Research, broader community research, or one’s own knowledge, one knows that police employees drink alcohol. A number will misuse it – community averages would put it at least at 5 – 10 per cent. A number of practices around the use of alcohol will directly relate to the workplace/lifestyle interface.

Do I want to achieve a reduction of alcohol and drug use, a reduction of those who have difficulty with alcohol or drug use, to punish those who have difficulties with alcohol or drugs or a combination of some or all?

The simple old way is to create a policy linked to punishment – if I catch you out I will hit you with a stick. It might be a big stick or a small stick. This will be determined by the amount of upset I feel. I take no responsibility or interest in your behavior, only your punishment if I catch you. So, be warned – don’t let me catch you.

These policies created the notion of covering up, ignoring and avoiding the issue unless the manure hits the fan and management is embarrassed – in essence, the status quo in SAPOL as revealed through the new policy.

If the aim of the policy is to minimize the harm to individuals, our corporation and the community, then we develop a policy that has a number of parts. It starts with clarity in the requirements of the organization (the new policy does this to a point). It would also include the processes for support that the organization will provide to individuals, supervisors and workplaces (not in the policy), and then something around handling the “oops, slipped” events (hopefully more options than hitting me with a stick).

There are no secrets to how to develop an effective alcohol and drug policy. In his article Company Alcohol Policies: Practicalities and Problems (Creating Healthy Work Organizations), David Moore goes through the development process step by step. To be done properly, it requires some planned consultation, collaboration and development. It should be a joint development of management, supervisors and individuals (including unions) and therefore be owned by all. The Police Association attempted to assist in the process but was ignored.

Two days work by a diverse team from across SAPOL service areas could produce a policy that meets all needs. If there is any desire to deal with harm minimization, SAPOL needs to have a coherent and effective alcohol and drug policy. The new policy fails in this regard.

There is clearly a strong warning in the policy. You come to work with any alcohol in your system and drive a police car or go operational and something goes wrong your career is at risk.

The lack of testing protocols within the policy provides no support for managers and workers to determine the alcohol level that might exist, if any.

Take for example that an on-call operational member drinks two glasses of wine at home off duty during his or her evening meal. A few hours later he or she is called out. Was he or she required to advise his or her supervisor/manager before drinking the two glasses? Did he or she need to get permission to drink the two glasses? Did the supervisor have the power to order the member not to have the two glasses? If called out, can a member test himself or herself to ensure a 0 reading? If the supervisor is unsure, can he or she ask the member to volunteer for a test? How many times a month can I get permission to drink while on call?

The policy does not provide the clarity required.

Assistance

The members of the Employee Assistance Section (Welfare Unit or Psychology Unit) can provide a private discussion place for individuals, groups and supervisors about alcohol or drug use, or associated behavior. Contact the Employee Assistance Section (Welfare Unit 8364 1011 or Psychology Unit 8207 5324).

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