Union criticises drug testing of hospitality staff

The Service and Food Workers Union has condemned proposed drug testing for Restaurant Association employees.

The association said yesterday that bar, restaurant and cafe workers might be drug tested in moves to combat drug abuse in the hospitality industry.

Prevalent drug use had prompted the association to launch a drug and alcohol education programme, said chief executive Neville Waldren.

Union spokesman Alistair Duncan said if the industry had the welfare of its customers and its workers at heart, it would put money into training, improving wages and, for the tiny proportion of staff who had drug dependency, providing an employee assistance programme.

"What would be the training level for detecting staff on drugs?" he asked. "If it's peer group level then it is open to abuse, to snitching and manipulation.

"This is a sledgehammer approach. They should be working with drug and alcohol professionals."

Mr Waldren said it was estimated up to 40 per cent of restaurant workers had tried illegal drugs at least once over the past year.

Drug abuse was the number one cause of workplace violence and workplace theft in the restaurant industry, and the time had come to stand up to the problem, he said.

"It impacts on our ability to serve the public. Our people are working in a difficult environment as it is, and drug problems compound the difficulties..

"This is not a problem unique to our industry. Research has shown it's a problem all over the country. We have 1600 businesses as members, and that's up to 20,000 workers, so we want to be proactive and act quickly."

The programme was developed in response to research by the Institute of Environmental Science and Research (ESR), which estimated 40 per cent of the New Zealand workforce had tried illegal drugs at least once over the past 12 months.

Mr Waldren said because of the social nature of the hospitality industry, combined with the relative youth of the workforce, ESR believed the 40 per cent figure held true for the hospitality and food service sectors.

"The situation has been brought to a head. One restaurant in Auckland had four staff aged under 20 addicted to P [methamphetamine], and at another place a staff member confessed to stealing $10,000 primarily to feed a P habit."

Mr Duncan said he did not fault the principle of what the association was doing, but he did question the method.

"Just because 40 per cent of workers may have tried illegal drugs once over the past 12 months doesn't mean all of that percentage has a problem that is affecting their work."

An Air New Zealand case this year showed widespread drug testing was not appropriate, he said.

In a landmark decision in April, the Employment Court in Auckland decided Air New Zealand could drug test some of its employees in specific circumstances.

In its judgment, the court found that the Health and Safety in Employment Act and general law imposed "absolute duties on employers to take all practicable steps to eliminate hazards to employees and others".

Because of this, the court said, it was reasonable that employers should be able to take measures, including drug testing, in "safety-sensitive areas".

The Restaurant Association's president, David Meagher, said the unprecedented rise in P use among young people - including bar and restaurant staff - had reached epidemic proportions and was affecting service standards in bars, restaurants and cafes around the country.

"Three years ago P was virtually unheard of. Now it is prevalent in our society. P is our number one target because it's so dangerous and addictive ... It's far more addictive than cocaine, heroin or alcohol.

"We see this as a crucial health and safety issue. Kitchens can be hazardous places to work ... and for front of house, it is essential our staff act in a professional manner ... A barman or waitress under the influence of drugs or alcohol does not live up to that image."

The workplace kit

* The Restaurant Association/ESR workplace kit includes employment agreement forms allowing for potential drug testing, information on how employers and staff can recognise drug and alcohol abuse symptoms, advisory posters for staff locker and changing rooms, and rehabilitation measures.

* Employees observed taking, selling, supplying or being in possession of drugs at work would be disciplined.

* Voluntary and compulsory rehabilitation would be offered, with affected employees to be subjected to at least three random drug and alcohol tests over the next year. ESR would provide the drug testing.

* Failure to take part in a rehabilitation programme would be grounds for dismissal.

- NZPA