A Restaurant Manager's Guide to Creating and Enforcing an Effective Drug & Alcohol Policy
The Rezku Team
The restaurant industry faces a pervasive challenge with substance abuse. Studies show that restaurant workers have some of the highest rates of substance use, with 35% reporting heavy alcohol use and 17% using illicit drugs - nearly double the national averages. This can lead to serious safety concerns, decreased productivity, and a toxic work culture.
As a restaurant manager, you have a responsibility to address this issue head-on. Implementing an effective drug and alcohol policy is crucial for creating a healthy, supportive work environment for your employees. But effective enforcement in an environment where drug abuse is so pervasive is where the true challenge lies.
This article seeks to provide restaurant managers with a practical guide to creating and enforcing a comprehensive drug and alcohol policy, to cultivate a safe and productive workplace for all employees.
Craft a Comprehensive Substance Use Policy
Developing an effective drug and alcohol policy requires a thoughtful approach. Begin by outlining the specific types of substances that will be covered:
- Street Drugs (Marijuana, Methamphetamine, Hallucinogens, Cocaine, etc.)
- Prescription drugs (Adderall, Xanax, etc.)
- Alcohol
The legal status of certain street drugs has undergone significant changes across the United States in recent years. While some states have legalized the recreational use of marijuana, even some harder drugs like psilocybin mushrooms are now legal in Oregon.
Be clear about the policy on legitimate use of prescription medications and the importance of disclosing any potential side effects that could affect performance of their duties safely.
Regardless of the legal status of particular substances, no laws allow employees to show up to work intoxicated, whether it’s street drugs, alcohol or prescription medication. Especially when the safety of themselves and others is at stake.
Provide clear examples of what constitutes a violation, such as:
- Reporting to work under the influence of any substance that impairs judgment or motor skills
- Possessing, distributing, or using illegal drugs on company property
- Abusing or misusing prescription medications
- Consuming alcohol immediately before or during work hours (except when approved by the company)
It’s important to notify employees that drug testing may be required by your restaurant’s insurance company in the event of a workplace injury or worker’s compensation claim. The steps should be clearly outlined in your policy to ensure compliance and protect your business.
Your restaurant’s drug and alcohol policy should clearly state that impairment while on the job, regardless of the substance, will not be tolerated.
Articulate the rules and expectations for employees in detail in the policy, as well as what the consequences for non-compliance are.
Effective Enforcement and Compassionate Support
Implementing and enforcing your drug and alcohol policy requires a delicate balance of professionalism and compassion.
When it comes to enforcement, be sure to outline clear and consistent disciplinary measures for violations. This may include warnings, probationary periods, or, in more severe cases, termination of employment. However, it’s important to remember that substance abuse is often a complex issue, and a one-size-fits-all approach may not be the most effective solution.
Train Managers to Identify and Address Impairment Immediately
Empower your managers and supervisors to be the front line of policy enforcement. Provide comprehensive training on how to recognize the signs of drug or alcohol impairment, such as slurred speech, unsteady gait, or erratic behavior.
Instruct them on the proper protocol for addressing suspected intoxication. This includes pulling the employee aside discreetly, avoiding accusatory language, and focusing on observable behaviors that compromise safety and job performance.
Equip your managers with the knowledge to initiate the disciplinary process, from verbal warnings to suspension or termination if required. Ensure they understand how to document incidents thoroughly and consistently apply the policy’s guidelines.
Offer Resources and Support for Struggling Employees
While your policy must be firmly enforced, it’s crucial to balance accountability with compassion. Recognize that substance abuse is often a complex, chronic condition requiring specialized support.
Provide your staff with information about your employee assistance program (EAP) or other addiction and mental health treatment resources. Make it clear that you want employees who are struggling to get help, and that seeking substance abuse treatment will not automatically result in a termination.
On a case-by-case basis, consider collaborating with with employees who admit to substance abuse issues to develop personalized plans that may include temporary leave, last-chance agreements, or flexible scheduling to accommodate a treatment program.
Roll Out the New Policy With Transparency
When you introduce your new drug and alcohol policy to staff, it’s important to do so with transparency and clear communication. Start by calling a mandatory all-staff meeting to distribute the written policy to all employees, explaining each component in detail.
In the policy hand-out, provide employees with contact information for substance abuse and recovery resources which are available locally.
Make sure everyone understands the specific substances covered, the rules and expectations, and the potential disciplinary actions for violations. Provide examples of what constitutes impairment or a policy breach, and outline the procedures for addressing these situations.
Emphasize that the goal of the policy is to promote a safe, productive work environment - not to punish or single out individuals. Encourage employees to ask questions and provide feedback, fostering a culture of open dialogue.
Promote a Culture of Safety and Accountability
Ultimately, an effective drug and alcohol policy is about cultivating a work environment that prioritizes the safety, productivity, and overall wellbeing of your employees. Strike a balance between professionalism and empathy to foster a culture of trust and accountability.
Remember, the goal is not to punish or exclude, but to protect your business, customers, and staff. By implementing a comprehensive, compassionate approach - from policy development to ongoing enforcement - you can empower your team to thrive.
This free resource is part of a series of articles on restaurant management and operations provided by Rezku. Rezku provides point of sale and management technology exclusively for restaurants.
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