Petrochemical / Gas / Utilities
The oil, gas, petroleum and petrochemical industries along with many safety organisations have addressed specific hazards in oil and gas well drilling, and servicing operations by developing a number of publications, recommended practices and guidelines that specifically address safe work practices.
Many safety critical industries, especially petrochemical, and nuclear have, over a period of time developed robust policies in relation to substance abuse. Many are designed to detect employees who may have substance abuse problems by testing for drugs on:
• pre-employment
• ‘for cause’ (following an accident or on reasonable grounds of suspicion)
• unannounced random basis
All petrochemical companies are committed to a safe, healthy, and productive workplace for all employees. Companies recognise that alcohol, drug, or other substance abuse by employees may impair their ability to perform safely and can have serious adverse effects on the safety, efficiency and productivity of other employees.
The misuse of legitimate drugs, or the use, possession, distribution or sale of illicit drugs is strictly prohibited and is often grounds for termination of employment. Being unfit for work because of use of drugs or alcohol is strictly prohibited and is grounds for termination of employment.
Alcohol is completely banned on all offshore installations. Possession of alcohol could result in the Offshore Installation Manager (OIM) returning an employee ashore. The use and/or possession of controlled substances offshore is illegal and most oil/gas/chemical companies have a policy of random drug testing. Possession and use of controlled substances is viewed extremely seriously and individuals will almost certainly lose their job if caught taking or possessing them.
The UK has one of the most sophisticated regimes for maintaining industrial safety and tackling pollution, building on a strong track record which dates back to the nineteenth century.
The UK's record is already commendable, with fatal accidents reduced by over two thirds since the introduction of the landmark Health and Safety at Work Act in 1974. And rivers and bathing waters are the cleanest on record thanks to years of investment by industry. Clearly hazards remain however, and everyone in the workplace has a responsibility to take steps to mitigate the risks as far as possible – including controlling the risk of alcohol abuse by those that work in the industry.
The key hazards involve fire or explosion in our petrochemical (gas and oil - including pipelines, storage, refineries and platforms) industry; releases of toxic chemicals, radioactive material (from a nuclear reactor accident or an accidental release from incorrectly handled or disposed of sources) and a controlled biological substance; a major contamination incident with widespread implications for the food chain; maritime pollution (a major crude oil spillage and a more localised pollution incident in controlled waters); a major land contamination incident (i.e. as a result of a chemical spillage); a major air quality incident and an industrial explosion.
Duties of the Employer
Breaches of health and safety law are breaches of criminal law and can result in fines, imprisonment or even both. Employers have a duty of care under the Health and Safety at Work Act to ensure, as far as reasonably practicable, the health and safety and welfare of its employees and to ensure that others, including contractors and members of the public, are not exposed to risks. If you are a Manager or Director and you knowingly allow an employee under the influence of alcohol or drugs to continue working and they place themselves or others at risk YOU could be prosecuted. There is further legislation in the Transport industry whereby operators of certain transport systems (including aviation, railways, trams etc) would be guilty of a criminal offence unless they could demonstrate that all due diligence had been applied in attempting to control the risk associated with substance abuse. Employers should also be informed that the possession and/or of controlled drugs (as classified under The Misuse Of Drugs Act) by an employee is a criminal offence punishable with imprisonment. Furthermore if employees are “sharing” their drugs whilst at work, e.g. passing round a cannabis joint, the law will classify these people as drug dealers and the employer will also be criminally liable if they knowingly permit work premises to be used for this activity.
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