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.