Author: Sabelo Gwala
In workplace policies, the terms ‘under the influence’ and ‘intoxication’ carry distinct meanings and implications. Understanding these nuances is crucial for employers and employees alike as they navigate disciplinary actions, safety protocols and regulatory compliance.
Defining ‘under the influence’
Being under the influence refers to a state where an individual has consumed substances such as alcohol, drugs or medications, that impair their ability to perform tasks safely or effectively. This impairment can manifest in various ways, from altered judgment and co-ordination to reduced cognitive function and reaction times. Importantly, being under the influence does not necessarily mean that the individual has reached a legally defined level of intoxication.
Understanding intoxication
On the other hand, intoxication refers to a state where an individual has consumed substances to a degree that significantly impairs their physical or mental faculties. This impairment is often severe enough to compromise their ability to perform tasks safely or competently. In many cases, intoxication is defined by specific blood alcohol concentration (BAC) levels or observable signs of impairment, such as slurred speech, unsteady gait or impaired judgment.
Workplace implications
- Workplace policies:
- Under the influence: Employers may prohibit employees from working while under the influence of substances that impair performance, regardless of whether the individual meets the legal threshold for intoxication. Policies typically focus on impairment and safety risks rather than specific BAC levels.
- Intoxication: Workplace policies often specify consequences for employees found to be intoxicated while on duty, which may include disciplinary actions up to and including termination, depending on the severity and policies in place.
- Safety concerns:
- Under the influence: Even slight impairment can pose significant safety risks in high-risk environments such as construction sites, factories or while operating machinery or vehicles.
- Intoxication: Severe impairment due to intoxication can not only endanger the individual but also jeopardise the safety of co-workers and the public.
Practical considerations
For employers, it is crucial to establish clear and comprehensive policies that address being under the influence and intoxication. These should:
- Clearly define being under the influence and intoxication, within the context of the workplace.
- Specify disciplinary actions or measures that will be taken if an employee is found to be under the influence or intoxicated while on duty.
- Provide training to employees and supervisors on recognising signs of impairment, handling situations involving substance use, and adhering to workplace policies.
While under the influence and intoxication may overlap in some respects, their distinctions in legal, workplace and safety contexts are significant. Employers and employees must be aware of these differences to ensure workplace safety, compliance with regulations and fair treatment in disciplinary matters. By maintaining clear policies and promoting responsible behaviour, organisations can mitigate risks associated with substance use in the workplace while fostering a safe and productive environment for all.
Discover how HRTorQue can enhance your HR processes and ensure regulatory compliance. Contact us today.