Helping to protect people at www.hsmsearch.com


MANAGING SAFETY


Confront drink and drug problems with confidence


New guidelines,a dedicated website and an electronic learning package are now available to help managers of small businesses deal with employees whose drink or drug intake is affecting their work,explains John Griffiths


n the workplace, alcohol and drugs not only damage health but also cost employers through absenteeism, reduced productivity and, potentially, more accidents. However, many managers feel uncomfortable or ill- equipped to confront the problem and defer taking action until it becomes acute or too late.


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Help is at hand: the Mepmis project – funded by the Leonardo Foundation, part of the EC’s Lifelong Learning Programme - brought together seven European partners: a university, a research agency, three consultancies and a web design IT company - based in the UK, Ireland, Greece, Hungary, Italy, the Netherlands and Poland.


The result is a dedicated website, an electronic learning package and a new face-to-face training course geared to address a culture which is globally costing organisations and economies many millions in absenteeism, under- performance and workplace accidents. The e-learning resources on the website are freely available to download and use.


Legal position


In the UK, employers have a general duty under the Health and Safety at Work etc Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of their employees. If an employer knowingly allows an employee under the influence of drugs or excess alcohol to continue working and this places the employee or others at risk, they could be prosecuted.


Under the Road Traffic Act 1988, drivers of road vehicles must not be under the influence of drugs or alcohol while driving, attempting to drive or when they are in charge of a vehicle. The Transport and Works Act 1992 makes it


a criminal offence for certain workers to be unfit through drink and/or drugs while working on railways, tramways and other guided transport systems. Employees are also required to take reasonable care of themselves and others who could be affected by what they do.


Screening and testing Some employers have adopted screening as part of their drugs and alcohol policy - particularly in ‘safety-sensitive’ industries - as a way of controlling drug and alcohol problems. The guidelines suggest that employers think very carefully about screening which, by itself, will never be the complete answer to problems caused by drug or alcohol misuse. Prevention is just as important.


Screening is a sensitive issue. It is essential to secure agreement of the workforce because of the practical and legal issues. Screening is only likely to be acceptable if it is part of a company’s occupational health policy and is designed to prevent risks to others.


Training modules


Both e-learning and face-to-face training resources are modular. The latter has options for a one or two day training course depending on the needs and preferences of participants. The course begins with a general introduction including the business case, the rationale for a proactive approach and definition of the terms used. It examines the best corporate approach to tackle alcohol and drug use; legal principles that underpin any action including health & safety law, human rights legislation and data protection; managerial knowledge, skills and competencies, which include spotting signs and symptoms, and


“”


Many managers feel


uncomfortable or ill-equipped to confront


employee’s drink


or drug problems and defer taking action until it


becomes acute or too late.


discipline and support; testing; substances of concern and how they affect behaviour and performance; and putting theory into practice. The e-learning is also modular. It covers the same topics as the face to face training with participants following a train of events in one of three fictitious company case studies.


Both sets of materials were field tested in each of the partner countries through the use of self-complete questionnaires and focus groups. The website and further information about the project including how to access the training materials is available through www.alcoholdrugsandwork.eu with a link to the European Network for Mental Health Promotion Portal which provides access to a wide range of workplace- related resources linked to the problematic use of alcohol and drugs. The face-to-face


training is currently free. Future charging depends on demand. Work2health recommends that trainers are trained before using the


materials because there are some skills and techniques, which are essential if the course is to be a success. For further


information, please contact John Griffiths via the enquiry system below.


58141


Tel: 029 2038 8477 www.hsmsearch.com/enquiry 49


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