Territory Stories

Submission Sessional Committee on the Use and Abuse of Alcohol by the Community 055 Darwin City Council

Details:

Title

Submission Sessional Committee on the Use and Abuse of Alcohol by the Community 055 Darwin City Council

Other title

Tabled Paper 381

Collection

Tabled Papers for 6th Assembly 1990 - 1994; Tabled Papers; ParliamentNT

Date

1991-08-15

Description

Tabled by Eric Poole

Notes

Made available by the Legislative Assembly of the Northern Territory under Standing Order 240. Where copyright subsists with a third party it remains with the original owner and permission may be required to reuse the material.

Language

English

Subject

Tabled papers

File type

application/pdf

Use

Copyright

Copyright owner

See publication

License

https://www.legislation.gov.au/Details/C2021C00044

Parent handle

https://hdl.handle.net/10070/294313

Citation address

https://hdl.handle.net/10070/396548

Page content

workers to promptly seek appropriate assistance: the workplace provides an excellent intervention opportunity. Supervisors are trained to confront an employee regarding unsatisfactory work performance, and to s u g g e s t that the individual seeks counselling. If work performance does not subsequently improve, the employee is required to discuss the situation with management, and a union official <if this is appropriate) . It is at this point that an oF-Ficial referral to Employee Assistance may be made on the grounds of unsatisfactory work performance. It is then the responsibility of the counselling service to determine the nature of the problem; advise the employee on ways to overcome it; and refer him/her to the appropriate specialist agency. If the employee agrees to this process, the counselling service monitors treatment progress and acts as a link between the company and the treatment agency. The nature of the problem remains confidential: the only information available to management is regarding the employees fitness for work, and compliance with the treatment program. Normal sick leave benefits apply, and the employees job prospects/security are not affected. If the employee decides not to utilise this service, normal disciplinary action is taken. 51


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