Managing the use of drugs for an employee who drives
Drug use or impairment is a deadly matter, particularly when it comes to driving. Report have shown impairment has been a contributing factor in up to 34% of fatal crashes. A worrying new trend is that fatal crashes increasingly involve multiple sources of impairment. A 2020 Traffic Injury Research Foundation report 2 revealed that 41% of fatally injured drivers who were also fatigued, tested positive for drugs. And 11% of fatally injured fatigued drivers tested positive both for alcohol and drugs.
How to get management committed to road safety measures
This article will help your organization to build and implement a policy and practices to prevent impairment among your employees.
Even though itâs against the law to be impaired while driving, each workplace still needs an impairment policy to explain company definitions, expectations and actions that will be taken to address impairment in the workplace.
Every workplace is unique in terms of its structure, its people and the jobs that need to be done. The impairment/ Drug use policy that works best for your workplace and your employees must recognize those qualities.
There are a lot of things that an employer must do to ensure that the employer manages the use of drugs while on duty.
Below are things to consider:
1. Statement of purpose and objectives.
Employees sometimes may need to use some drugs based on their health condition or on a doctor’s order. The company needs to be aware of the reason and purpose for which these drugs are used in order to know which driving duty such employees can perform either long-time duty or short-term duty.
2. Rules and procedures
Definitions of terms.
Sincethe organization must have impairment or drug use rules and regulations, the employer must state the procedure for which drugs use is allowed within the organization or during the period of work.
3. Who the policy applies/does not apply to.
Drug use law and regulations within the organization must not apply to everyone or sometimes may apply to everyone. Organization must make it clear that the policy applies or does not apply to.
4. Privacy and confidentiality.
The drug use or impairment rule and regulations must be confidential enough to ensure that employees are comfortable to obey it. The company should ensure the privacy and confidentiality of the policy and regulations is at all times secured for employees to follow.
5. Disclosure expectations, confidential reporting process.
Drug use/Impairment law and regulations should be drawn base on expectations which are required from the organization, e.g., a driver who needs to use any form of drugs to stay healthy should ensure the drugs are not used close to their working period. There should be an expectation from the employee, and it must be clearly stated.
6. Processes for training, accommodation and support.
Organization whose employees may require the need for impairment must be involved in whatever they do to ensure they show concern towards their health status. The provision of training programs, like excercises and close accommodation around the company will be considered necessary for employees whose health requires the use of impairment.
