Prevention of drugs at the workplace Kjetil Frøyland Managing Director, AKAN Workplace Advisory Centre June 2011 firstname.lastname@example.org Web: www.akan.no
What is AKAN? • An idealistic organization working on national level, situated in Oslo • Founded in 1963 • by representatives from the Norwegian Confederation of Trade Unions [LO] and the Confederation of Norwegian Business and Industry [NHO]. • Today 3 members: LO, NHO, the Norwegian State • AKAN's objective: • Prevent alcohol- and drug problems and addictive gambling in Norwegian enterprises. • Develop methods for early intervention and enable employers and employees to take action. • Provide help and assistance for employees already having developed a substance or gambling problem.
MethodsAKAN Workplace Advisory Centre • Telephone counseling • Outreach service: Guiding inside companies • Seminaries (and conferences) • Web-resources and information • Projects and method-development www.akan.no
Drugs most commonly reported • Cannabis • Cocaine
Measures towards all employees – universal approach Measures directed towards some groups of employees or certain situations – selective approach Measures directed towards known individuals – indicative approach Everybody The AKAN-model - Collaboration employer/employees- The company is responsible- Part of health- and safety focus- Prevention on three levels Groups/ situations at higher risk Individuals showing sign on possible risk or problems
Some measures on universal level • Alcohol- and drug policy • Action plan • Internal organization/competence: • Organizing an AKAN-system • Culture discussion • Anonymus check of alcohol habits (AUDIT/Balance)
Some measures on selective level • Risk assessment • Extra focus needed on certain groups of employees? • age, gender, role/position, jobcharacter • Extra focus on certain situations? • Parties, celebrations, after work, seminaries, travel • Is the alcohol culture in the company inclusive for all?
Some measures on individual level • The necessary conversation • Warnings in case of breach of policy • Individual follow-up • 2 year written contract • Adjustments in work tasks? • Cooperation with occupational health service • Testing or treatment may be a part of this
Measures of particular relevance for drug prevention in the workplace • Policy • Action plan • Internal organization (AKAN-system)? • External resources: • Occupational health service • Risk assessment
Measures regarding drugs on individual level • The necessary conversation • Warnings • Individual follow up • Testing • Digital interventions?
Some topics concerning testing in the workplace • Restrictions in the law • Some questions to be considered: • Why test? • According to law/regulations? • Security issues? • Life or health issues? • When test? • At time of hire? • Randomly? • When suspected? • In case of accidents? • Test for what? • Illegal drugs? • Alcohol? • Subscription drugs?
Testing at the workplace? • What kind of methods? • Blood? • Urine? • Hair? • Saliva? • Who will… • ..take the test? • ..analyze the test? • ..pay? • ..be tested? • ..receive the result? • ..react in case of positive test? • Where? • Occupational health service? • At other laboratories?
Thank you for the attention! Kjetil Frøyland Managing Director, AKAN Workplace Advisory Centre June 2011 email@example.com Web: www.akan.no