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.
