Drugs and alcohol in the workplace present a complex issue for employers. Recent cases reinforce the importance of setting appropriate workplace policies and procedures when dealing with the subject, and also reflect the inherent difficulties in enforcing the standards that employers set.
The bids of Health Services Union and Australian Nursing and Midwifery Federation to stop Dorevitch Pathology from asking its employees to agree to a new enterprise agreement was dismissed by the Federal Court last month.
Fair Work Commission members have suggested that a New South Wales pilot program with the intention of accelerating unfair dismissal claims has generated a rise in reinstatements.
QLD controversial Work Health and Safety and Other Legislation Amendment Bill 2017 passed parliament last month, but not without the incorporation of explicit amendments.
On 1 December 2017 new regulations come into effect throughout New Zealand, which dictate the way businesses must manage hazardous substances. The New Zealand Health and Safety at Work (Hazardous Substances) Regulations 2017 concern the handling, storage and disposal of the substances and include measures designed to protect the safety of those who work with them.
The City of Salisbury construction maintenance employee was required to undergo a random drug test in the middle of his shift. The worker claimed he slipped and injured his left shoulder in a toilet just prior to entering the drug testing centre.
An employee successfully recovered workers’ compensation payments from a driver who crashed and caused serious neck and shoulder injuries to the worker, her colleague and passenger.
A cleaner claims he has been underpaid more than $300,000 in wages, overtime, annual leave and superannuation by Woolworths and three contracting businesses, despite being invoiced both as a sole trader and a company, not as an employee.
CK Crouch Pty Ltd was contracted by poultry producer Baiada Poultry Pty Ltd for work at various chicken farms, including one in Lethbridge, Victoria.
When it comes to drug and alcohol policies, it has become clear there cannot be a ‘one size fits all’ approach. The policy adopted will depend on the industry, business and individual workplace.