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ฉบับพิเศษ ประจำ�ปี 2564

1. General provisions …
1.2. Application and uses

1.2.1. This code applies to all types of public and private employment.

1.2.2. The provisions of this code should be considered as basic recommendations
and practical guidance for preventing, reducing and managing alcohol- and drug-related

problems in the workplace. However, more protective national or international standards
or regulations, as well as more protective collective agreements, would override the
provisions of this code. …

1.3. Definitions

Alcohol- and drug-related problems: The term “alcohol- and drug-related problems”
can be applied to any of the range of adverse accompaniments of drinking or drugtaking.

It is important to note that “related” does not necessarily imply causality. The term can be
used either of an individual drinker or drug user or at the level of society as a whole. It may

be taken to include both dependence and abuse, but it also covers other problems. …
5.4. Restrictions on illegal drugs

5.4.1. In countries where specific substances have been declared illegal, the use

of those substances at the workplace will be governed by the laws and regulations of
those countries. …

9. Intervention and disciplinary procedures …
9.2. Discipline and the role of the employer

9.2.1. It should be recognized that the employer has authority to discipline

workers for employment-related misconduct associated with alcohol and drugs. However,
counselling, treatment and rehabilitation should be preferred to disciplinary action. Should
a worker fail to cooperate fully with the treatment programme, the employer may take

disciplinary action as considered appropriate.
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