SPECIAL FEATURE: WORKER WELLNESS: DRUGS
COVID-19 has delivered an unprecedented interruption to normal logging industry routines. Research tells us that probably not all workers dealt with this in a healthy way. A proactive approach to substance abuse includes return-to-work testing and a clear drug policy.
THE COVID-19 PANDEMIC DELIVERED AN unprecedented interruption to normal logging industry routines. The Drug Detection Agency’s (TDDA) experience and global research tells us that probably not all workers dealt with this in a healthy way. Our recommendation is that the logging industry use this time as a chance to push the reset button and ensure team members return safely and efficiently by mitigating drug and alcohol risks.
It’s a great time to remember, whether operating heavy logging equipment or sitting behind a desk, that the company’s drug and alcohol policy still applies. Also, if workers have been using substances while away, they are not only putting their direct health and wellbeing at risk but also their and others’ safety at risk.
Benefits of a drug-free work environment
We encourage employers to remind and reintroduce a drug-free philosophy to returning and new employees. Because you now have a fresh new start, remember that drug and alcohol policies are not simply words on a paper that can easily be forgotten. Effectively communicating a drug and alcohol-free philosophy plays a pivotal role in creating a successful, drug-free working environment where staff come to work feeling happy, safe and protected.
All workers want to feel safe on the job and know that their employer is doing everything they can to eliminate risks. This is especially true for high-risk industries like logging, where even the smallest misstep can lead to a fatal accident. A drug-free environment is also a more positive and supporting environment where people tend to perform better and are more likely to reach their professional goals.
to, from and on forestry worksites. It’s well documented that cannabis impairs performance and judgement, making people less able to handle unexpected events. No matter what their age, you certainly don’t want someone smoking cannabis driving a logging truck.
Studies show that the risk of impairment after smoking cannabis can last well in excess of 24 hours and that risk can, in fact, last for many days, even weeks, depending on the strength of THC in the cannabis. And today’s cannabis is magnitudes stronger than it was 20 years ago.
Small-scale logging companies often employ contractors to work on their properties. Whether planting or harvesting, it is essential that workers are not at risk of being impaired by drugs or alcohol.
But how can a small-scale owner know what to do about this when they are employing contractors? Follow these guidelines:
Have a policy, make it known and enforce it fairly across the operation. This is the best starting point.
Start employment with preemployment drug testing. This sets the tone from day zero that drugs at work won’t be tolerated. It keeps risks from entering your workforce.
Include an emphasis on rehabilitation as opposed to dismissal. It’s better (and more cost-effective) for a business to rehabilitate a good employee than train a new one.
Include drug education and training for managers, and policy reminders for workers.
Before testing can start, a good policy is needed. A great example of why it’s important to have a good drug policy and enforce it fairly is the case of Elon Musk, who failed to adhere to his own company’s (Tesla) drug policy when he decided to smoke marijuana on the podcast The Joe Rogan Experience.
As a result, a former employee went to the media complaining that Musk had violated his own company’s policy. At the heart of the case against Musk was his show of disregard for his own policies, and that the rules didn’t apply to him. This ended up costing Tesla US$20 million, and cost Musk his seat on the board.
Lastly, make your drug policy easily accessible for employees by either publishing the policy on your website or company intranet. Include a copy of the drug and alcohol policy in employment contracts along with other regulations such as dress code and PPE policies. Additionally, make sure you enforce your policies fairly, as inconsistent enforcement leads to financial and reputational damage.
And remember, while the company’s bottom line and reputation are critical, what matters most is that all your employees and people go home safely at the end of the day. And that’s what drug testing is all about.
TDDA helps businesses design and implement robust drug and alcohol policies, and conduct the necessary testing after. TDDA also offers drug education sessions that train managers and supervisors to understand their policy and identify people that are impaired by drugs, and helps businesses stay out of bad situations like Musk found himself in.
NZL