Managing Alcohol and Drugs in the Workplace Tuesday 4 November 2008 - PowerPoint PPT Presentation

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Managing Alcohol and Drugs in the Workplace Tuesday 4 November 2008

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  1. Managing Alcohol and Drugs in the WorkplaceTuesday 4 November 2008

  2. Content • Nature and extent of alcohol & drug use • Cost of alcohol & drug use • Early identification • Responding effectively • Rationale for testing • Help & support

  3. The nature and extent of alcohol and drug use

  4. Alcohol: what’s the cost of a drink? • 1.2m violent incidents (around half of all violent crimes) • 360,000 domestic violence incidents • 30,000 hospital admissions for alcohol dependence syndrome • 22,000 premature deaths per annum Alcohol Harm Reduction Strategy for England March 2004

  5. Annual cost of alcoholcont • At peak times up to 70% admissions to A&E • Up to 1000 suicides • 17m working days lost through alcohol related absence • Between 780 000 and 1.3m children affected by parental alcohol problem Alcohol Harm Reduction Strategy for England March 2004

  6. Consumption in the UK today • Consumption per capita has risen steadily through the nineties • Approximately one in four adults are hazardous drinkers (i.e. have experienced immediate problems - such as loss of memory, injuries or failing to do what is expected of them – after a nights drinking) • Among 16– 24 year olds, this figure rises to 42%

  7. Drug Misuse Declared: Findings from the 2005/06 British Crime Survey, England and Wales. Home Office Statistical Bulletin. October 2006 Prevalence of drug use

  8. Medicines and over the counter drugs

  9. The cost of alcohol and other drugs

  10. Costs ……. • The social and economic cost of drug and alcohol misuse is in excess of £20 billion 1 • Almost 17 million working days are lost each year due to alcohol 2 • Alcohol is involved in 20 - 25% of all industrial accidents in the UK 3 1. Godfrey, Eaton, McDougall & Culyer, The Economic and Social Cost of Class A Drugs Use in England and Wales, HORS 249, 2000; 2. DOH, Alcohol Harm Reduction Strategy, 2004; 3. HSE, 1981;

  11. ……. and consequences • A member of staff under the influence of drink or drugs will only achieve 67% of their work potential 4 • Drug-using employees are three times more likely to require sick leave or benefits 5 4. Substance Abuse Survey, IPD, 1998; 5. Jackson, Drug and Alcohol Policies, 1999

  12. Early identification of alcohol and drug use in the workplace

  13. Your workplace can be affected by alcohol and drugs as follows: • Harming a person’s health • Behaving in an unsafe manner • Accident involving themselves, colleagues or public • Productivity, performance and profit • Reputation damaged • Legal consequences

  14. Recognising problems • Poor performance • Poor timekeeping, increased sickness • Deteriorating relationships • Lack of concentration • Increased number of accidents • Mood changes, anxiety or depression • Irritability or depression • Slurred speech • Deterioration in personal appearance • Dishonesty, theft HOWEVER ……. Source

  15. Impact in the workplace • Don’t jump to conclusions - few reliable signs by which substance users can be spotted • Focus on performance issues

  16. Benefits of a policy

  17. Benefits of having a policy • Prevent problems • Identify issues • Set the scene for dealing with issues • Assist managers • Clarify rules • Help staff back into useful employment • Satisfy legal requirements

  18. Specific benefits of the policy • Everyone understands the rules • Managers and staff know what is expected of them • Staff develop knowledge and skills needed • Encourages an open culture

  19. Responding to alcohol and drug related issues effectively

  20. Senior management • Give clear lead • Create and maintain appropriate culture • Devise and implement effective policies • Ensure policies and procedures continue to be fit for purpose • Address legal responsibilities

  21. Managers/supervisors • Effective management of performance • Deal with issues quickly and effectively • Fairness and equity applied • Protect the interests of all staff • Address legal responsibilities

  22. Staff • Don't be part of the problem: • Loyalty to colleagues • Covering up • Ignoring problems • Accepting excuses • See the wider picture • Address legal issues

  23. The rational for drug testing

  24. Testing is not a simple solution “The Government believes that businesses should only be testing their employees when there is a genuine need, e.g. in safety-critical industries where lives are at risk” Home Office, 2004

  25. The Home Office endorses ‘JAPAN’ J A P A N Justified e.g. safety critical Auditable e.g. consultation, the process Proportionate to the risk Accountable Necessary e.g. to reduce risks to customers, staff

  26. Some testing questions? • Where does the law stand on testing? • How are tests carried out? • What does a test result indicate? • What are the next steps if an employee tests positive? • What about prescription or over the counter medicines?

  27. Help and support

  28. Help and advice for employees • FRANK (National Drugs Helpline) - advice and information 24/7 0800 77 66 00 • Drinkline - covers all aspects of alcohol use Fri-Sun 24hrs and 9am to 11pm on other days 0800 917 8282

  29. Help and advice for employees cont • Release - advice on drugs and legal issues Mon-Fri 10am - 5pm 020 7729 9904 • Adfam - support for family members affected by drug and alcohol use 020 7928 8898 • Self-help - booklets; websites

  30. Help and advice for employers • HIT - publications, training and policy development 0870 990 9702 • DrugScope - advice on policy development 020 7928 1211 • Health and Safety Executive - Employment Medical Advisory Service advises on occupational health 08701 545 500

  31. HITParamount Business ParkWilson RoadLiverpool L36 6AWT: 0870 990 9702andrew.bennett@hit.org.ukwww.hit.org.uk