DRUG and alcohol abuse is a major issue for the shearing industry, according to tafeSA lecturer Glenn Haynes.
Mr Haynes was a speaker at the Drugs and Alcohol in the Shearing Industry summit held in Adelaide last week. He has worked in the industry for 27 years, from shearing across Australia and New Zealand to running his own contracting business.
“I undertook a questionnaire with tafeSA through social media and by sending emails to contractors in Australia and NZ, about the three major attributes contractors were looking for in an employee,” he said.
“We received more than 60 responses and all of them, with the exception of one, had two things: they wanted quality work and the workers to be drug-free.
“I think these responses show that if we think we don’t have a problem in the industry, then we need to take a good, hard look at ourselves. If you asked the same question 20 years ago, I don’t think you’d get the same answers.”
Mr Haynes said he had seen the effects of drugs and alcohol in shearing sheds firsthand.
“I’ve seen guys that were shearing 60 or more sheep a run go down to 13 a run because they were under the influence,” he said.
Australian Drug Foundation workplace service national manager Natasha Jager said prohibition was not necessary, but taking steps to protect employees was.
“On a mine site they’ve converted a shipping container into a bar and employees can go there on their day off, but there’s a maximum of six drinks, “ she said.
“I think the main thing is there has to be an industry approach to the issue. If you look at the NRL, within clubs there’s a two strikes and you’re out rule, but then the players can just go to another club."
Ms Jager said businesses needed a clear alcohol and drug policy and it needed to be consistently applied to all employees.
“In one legal case three employees were found smoking cannabis at work,” she said.
“One employee was dismissed, because it was the second time they had been caught, while for the other two it was their first time, so they got a warning.
“The sacked employee went to the Australian Industrial Relations Commission and after an investigation the commission agreed they were unfairly dismissed, even though it was the second time they got caught, because the company didn’t have a clear policy. That particular employee not only got their job back, they were also awarded five weeks’ pay in compensation.
“So, while a company can appear to be doing the right thing, if they don’t have a clear and comprehensive policy, they can be held responsible.”
- Details: adf.org.au
