Boozy workplaces get the once-over
Rob Stock asks various companies how they handle the tricky matter of work drinks.
Law firm Russell McVeagh has got something else it has added to its review of its sexual harassment policy: its alcohol policy.
On Wednesday, the law firm announced that Dame Margaret Bazley had been hired to do an external review of incidents of sexual harassment of law students clerking at the law firm in 2015 and 2016.
Russell McVeagh spokeswoman Joanna Comerford said that ‘‘in light of current circumstances and as part of the external review we have announced, we will be reviewing our alcohol policy’’.
Alcohol is reported as having played a part in the alleged abuse of young female law clerks, and while not an excuse for abusive behaviour, the Government’s Health Promotion Agency tells employers: ‘‘When alcohol is involved and there are no safeguards, people may overindulge and things can go wrong.’’
‘‘This can include inappropriate behaviour, safety issues, drinkdriving and a number of other problems.’’
The law firm declined to provide its current staff alcohol policy, but Comerford said it focused on responsible drinking ‘‘with an emphasis on host responsibility.’’
In reviewing its alcohol policy, the law firm might learn from other organisations’ approaches for ensuring booze plays no part in creating an unsafe or abusive workplace.
Law firms should take note as, according to the Law Society: ‘‘Lawyers have a higher rate of physical illness such as heart disease and psychological illnesses like depression, anxiety and substance abuse, according to international research.’’
THE BOOZEMAKER
Lion is a company best known for its beers and its liquor.
But it is also a company big into non-booze alternatives like its adult soft drinks sold in Macs bottles.
Booze companies, painfully aware of the part their product plays in exacerbating social problems, is big into personal responsibility when it comes to alcohol consumption.
So its policy is, in part, designed to ensure no Lion employees bring the concept of personal responsibility into question.
Lion spokeswoman Sara Tucker said: ‘‘At Lion we believe alcohol should be consumed safely and sociably.’’
‘‘A principal priority for us is to ensure that we support and champion a culture of responsible consumption within our business, and we have strict protocols in place for all of our sites.’’
Its expectations include zero alcohol tolerance when working in safety-sensitive areas like manufacturing sites.
But just having words on a page for staff to imbibe in their own time is not effective. All Lion employees complete a half-day education programme, which educates people about how alcohol affects the body and mind.
‘‘A key component of our responsible alcohol strategy is our bespoke in-house alcohol education programme, Alcohol&Me, which all Lion employees complete,’’ Tucker said.
After interest from other companies, Lion now delivers workshops to a broader audience. It also ensures that its drinks cabinets always have low and noalcoholic alternatives.
THE HEALTH INSURER
The only bandwagon Southern Cross, the not-for-profit health insurer, has to push is being healthy, and its alcohol policy reflects that.
‘‘All new employees are made aware of our alcohol and drug policy,’’ spokeswoman Jo Lawrence-King said. ‘‘It’s part of their terms and conditions of employment and ‘on boarding’ process.’’
There’s zero tolerance for drink driving, or doing anything that would sully the insurer’s reputation.
But she said employees were also expected to look after each other, ‘‘noticing if someone is becoming intoxicated and taking responsibility for their wellbeing by, for example, recommending they stop drinking, contacting family, booking them a taxi and taking away their car keys.’’
The policy extends to all employees, contractors, temporary staff and visitors.
THE REGULATOR
The Department of Internal Affairs has a role in regulating the sale of alcohol including in gambling establishments like casinos.
As its people are representing government, they have to acknowledge the alcohol policy by signing a pledge.
‘‘As a condition of employment all candidates must sign a code of conduct before they begin working at the department,’’ spokeswoman Michaela Scholtens said.
‘‘This code includes a section on the use of drugs and alcohol, with clearly stated expectations and guidelines.’’
Alcohol policies do not stand alone. There’s a mechanism for people to blow the whistle on bad behaviour.
‘‘The department also has policies in place to manage unacceptable behaviour, which includes bullying, racial discrimination and harassment of a sexual nature, and a mechanism where employees can contact our chief executive in confidence to ‘speak up’ about issues that are concerning them.’’
THE BANK
At ANZ, there’s no distinction between what’s expected at a banker-client work event and an ANZ-only staff after-hours party.
‘‘ANZ expects, and employees and contingent workers have a responsibility to ensure that, alcohol or other drug use will not adversely affect their safety or work, customers’ interests, others in the workplace or the reputation of ANZ,’’ spokesman Stefan Herrick said.
There was no distinction between ‘‘work’’ which involves clients, and ‘‘work’’ which only involves other bankers. ‘‘Work’’ includes attendingteam-building and Christmas parties.
That’s because there is a ‘‘relevant connection to the workplace... which may materially affect the workplace’’ at a work function.
‘‘For example, behaviour at a work after-party which may affect the workplace or relationship with colleagues,’’ Herrick said.
THE NEWS SERVICE
Booze and newsrooms have a semi-mythical connection, but modern news services are no longer the hard-drinking environments they once were.
Stuff’s alcohol and drugs policy not only sets out expectations on staff, but sets out a process by which those accused of alcohol misuse are ‘‘fairly managed’’.
Journalists often spend time out of the office, including at events where alcohol is served.
They are not banned from having a drink, but the expectation is that consumption of alcohol does not negatively impact on anyone’s wellbeing, safety or Stuff’s reputation.
As with many larger employers, should there be cause to suspect drugs or alcohol is impairing a staff member’s performance, they can be ‘‘offered’’ a blood test.
‘‘Where doubt exists and the individual declines to be tested, they should be sent home after safe transport has been arranged.’’