Drugs and Alcohol

Policy

We have a zero tolerance policy for impairment caused by drugs, alcohol or other substances. We all have a responsibility to maintain safety in the workplace, which means we expect all staff to be fit for duty and able to work to an agreed standard. Our health practitioners must demonstrate competence as outlined in the Health Practitioners Competence Assurance Act 2003.

See also MCNZ and NCNZ for guidance on reporting clinicians who are unfit to practice.

We endeavour to support staff who suffer from impairment, but repeat incidents may be treated as a performance management issue and could result in disciplinary action.

Staff who present a risk to themselves or others, or who are unable to do their job, may be asked to go home until they are able to return to work safely. Staff should use sick leave for time off due to impairment and follow the procedure for calling in sick if they are not sufficiently recovered to work the next day.

Staff experiencing the effects of drugs or alcohol must not be allowed to drive. A manager should arrange for a taxi, paid for by the practice, or for someone to drive the employee home.

Reporting impairment

If you feel impaired or suspect that a colleague is unable to perform their job safely, you must inform a manager.

All details relating to incidents of drug/alcohol impairment will be kept confidential, as far as possible. We ask all staff to be discreet so that the person in question can receive the appropriate support.

If a staff member is physically or emotionally incapacitated, violent or abusive, the manager or any other staff member should seek immediate help from security or the emergency services.

Dealing with impaired staff

If we suspect a staff member is impaired we will:

• speak to them in private
• explain what has been observed and why it gives cause for concern
• offer the employee an opportunity to explain, without judgement.

A manager may need to document events in a report for the employee's file.