Workplace drug alcohol policy
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THE SWANSWELL CHARITABLE TRUST. Workplace Drug & Alcohol Policy. Annie Steele Service Manager Coventry & Warwickshire. THE SWANSWELL CHARITABLE TRUST. Context. Alcohol related sickness absence costs business £2 billion a year 1 In a recent survey 22% of London businesses reported

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Workplace drug alcohol policy

THE SWANSWELL

CHARITABLE TRUST

Workplace Drug & Alcohol Policy

Annie Steele

Service Manager

Coventry & Warwickshire


Workplace drug alcohol policy

THE SWANSWELL

CHARITABLE TRUST

Context

Alcohol related sickness absence costs business

£2 billion a year1

In a recent survey 22% of London businesses reported

absenteeism due to drug misuse2

49% of young adults (16-29 year olds) have

experimented with illicit drugs3

16% of this group have used an illicit drug

within the last month3

25% of those seeking assistance with their drug problem are

in work3

The majority of people with drink problems are

in employment4

1 A Maynard (Yorkshire Addictions Research Training and Information consortium)

2 London Chamber of Commerce

3 British Crime Surgery, Home Office

4 Economic Activity and Social Functioning of Adults with Psychiatric Disorders, OCPS. HSMO


Question

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Question:

What are the legal and disciplinary issues?


Misuse of drugs act 1971

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Misuse of Drugs Act 1971:

This is the key UK legislation relating to the control and classification of drugs. This Act and its subsequent amendments set down the penalties for possession and supply of various illegal drugs. Section 8 of the Act (recently revised as part of the Police and Criminal Justice Act) allows for the prosecution of ‘occupiers of premises’ who permit the supply of controlled drugs on their premises. Not taking reasonable action to prevent supply has been legally found to constitute ‘permitting’ – turning a blind eye is not an option.


Health safety at work etc act 1974

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Health & Safety at Work etc. Act 1974:

Sets out the duty of care of employers to employees in the workplace. Section 2 places a duty on employers to provide a safe place of work and competent employees. Failure to deal with an employee who is under the influence of drugs or alcohol, who may constitute a risk to other employees, could leave an organisation open to prosecution. There is a particular emphasis on young people under 18 years of age.


Management of health safety at work regulations 1998

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Management of Health & Safety at Work Regulations 1998:

Regulation 3 places a duty on the employer to make a suitable and sufficient assessment of the risks to health and safety of employees and others affected by their undertaking.


Common law

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Common Law:

Places a duty on the employer to take reasonable care of the health and safety of employees.


Provision and use of work equipment regulations 1998

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Provision and Use of Work Equipment Regulations 1998:

Requires employers to assess any additional risk as a result of using work equipment in the conditions that exist in their business and particularly any special needs of young workers, in line with the Management of Health and Safety at Work Regulations 1998.


Data protection act 1998

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Data Protection Act 1998:

All health and medical information is sensitive personal data under the terms of the Data Protection Act. All information surrounding possible drug or alcohol misuse must be handled securely and confidentially.


Road traffic act 1988

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Road Traffic Act 1988:

Sets out the offence of driving or attempting to drive a motor vehicle while unfit through drink or drugs. With regard to alcohol it sets the legal limit (80 milligrams of alcohol per 100 millilitres of blood). Companies should ensure this is reflected within their car policy.


The transport and works act 1992

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The Transport and Works Act 1992:

Makes it a criminal offence for specified jobs to be undertaken by those unfit through drink or drugs. Employers may be liable unless they can show ‘all due diligence’.


Workplace drug alcohol policy

Alcoholic or Addict


Identifying the problem

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Identifying The Problem

What are the indications


Workplace drug alcohol policy

These symptoms are associated with Drug or Alcohol Misuse, they can also be attributed to a number of other causes such as stress, medication

2 or more factors identified, key words are continuing and repeated.


When does substance misuse become a problem

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When does substance misuse become a problem?

Four main areas affected – the 4 L’s

  • Liver – the health problems associated with excessive substance misuse

  • Lover – relationship problems within families, partners, effects on children

  • Livelihood – occupation/study affected in terms of performance/attendance

  • Law – legal consequences, eg. drink driving, assault etc..


Continued

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Continued …

  • When it fails to fulfil the intended function

  • When it fulfils short term functions but has long term adverse consequences


The underpinning ethos of our work is that of harm reduction

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The underpinning ethos of our work is that of harm reduction

The Functional Model

  • Anyone can have a drink problem

  • Alcohol serves functions for people

  • Interventions concentrate on the functions and can involve abstinence or controlled drinking

    The Disease Model

  • Problem drinkers are alcoholic

  • Abstinence is the only ‘cure’

  • People with an alcohol problem are helpless over alcohol


Cultural influences and substance misuse

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Cultural influences and substance misuse

Cultural background and heritage influence attitudes to substance misuse.

It may be far easier for individuals from one cultural group to acknowledge a substance misuse problem and access services than for those from others.


Raising the issue

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Raising The Issue

  • Is it legitimate for a worker to enquire about a worker’s substance use?

  • The worker’s fear of being judged

  • The contemplator’s need for space to contemplate

  • Does the worker feel confident enough to cope if the worker agrees that their substance use is a problem?


When an employee s performance begins to deteriorate when should the line manager intervene

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When an employee's performance begins to deteriorate, when should the line manager intervene?

Answer:

When you have a record of performance deteriorating, the line manager has the right and responsibility to intervene. It is important that you are able to distinguish between a 'single offence' and an ongoing problem.


How can change be achieved

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4. Maintenance

3. Action

Preparing for Change

5. Relapse

2.Contemplation

  • Enter Here Precontemplation

How can change be achieved ?

5 stages of change

model

Ref Prochaska JO & DiClemente CC (1983) ‘Stages and process of self-change of smoking: Toward an integrative model of change’

Journal of consulting and Clinical Psychology


Local services

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Local Services

For information: www.wdat.org.uk


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