DRUGS & ALCOHOL STEP BY STEP


Would you recognise the signs of drug or alcohol misuse in the workplace if you saw them? Jill Coyne, senior guidance manager at Acas, tells us more.


Alcohol and drug misuse can be devastating to individuals and to those around them. It is important employers acknowledge the potential for misuse in their workplaces and prepare staff and managers properly so they can deal with problems at an early stage.


Colleagues are often aware something is wrong but they may not know what to do to help. A worker dealing with substance misuse problems may not work as efficiently as before and work colleagues may end up working longer and harder to compensate. This will ultimately have a negative effect on team morale and workplace relations.


Line managers may have to deal with increased lateness and absence levels, bad behaviour and poor performance, plus the risk of negative effects on the company image and poor customer relations, if the individual is in a public-facing role.


People will act differently when under the influence of alcohol and drugs. The amount of alcohol they have consumed or the type of drug they have taken could result in a wide range of reactions.


However, some general signs to look out for might include:


• sudden mood changes


• increased lateness or short-term absences


• significant increases or decreases in energy levels


• changes in appearance


In order to provide support and protection for the individual, other staff and the organisation it is important to have a drug and alcohol policy in place. A policy should be used to ensure problems are dealt with effectively, consistently and at an early stage.


It should include information on: • identifying problems • reporting problems


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• supporting the individual with the problem


• screening procedures • conducting investigations


• when disciplinary measures are appropriate


• associated legislation


• when behaviour might become a criminal act


• implications of not dealing with situations


• sources of further support


Screening for alcohol and drugs can be a controversial issue in the workplace. Employers should consider if it is a necessary step to take and whether to include it in contracts of employment.


As with any workplace policy, they are most effective when developed in consultation with staff and any employee or trade union representatives. Don’t forget they also need to be communicated effectively so staff and managers are aware of their roles and responsibilities.


Once it becomes apparent there’s a problem with someone misusing alcohol or drugs in the workplace then it is important to do something about it.


The first step is to investigate the issue. Speak to the individual and get their perspective. Check their absence record, look at their output levels (if possible) to see if they have fluctuated and interview any witnesses to their behaviour. If during the investigation it becomes apparent that any criminal act has taken place (such as supplying drugs in the workplace) then this should be reported to the appropriate authorities. The investigation should enable the organisation to gather evidence to provide support for the individual so the problem can be resolved, and to record the facts in case future disciplinary action is required.


Once an investigation is complete, it is important to actually do something. Not only is this


LEGAL SPEAK There are several pieces of legislation linked to alcohol and drug misuse to consider:


• Misuse of Drugs Act 1971


• Health and Safety at Work Act 1974


• Road Traffic Act 1988 • Transport and Works Act 1992


• Management of Health and Safety at Work Regulations 1999


necessary in terms of stabilising and improving the workplace, but there are also legislative requirements for action to be taken.


After a set period of time, review the action taken to check if there has been an improvement in the situation. This also allows a decision to be made on any further action required, including possible disciplinary and dismissal procedures.


Acas can offer support on the issues discussed. We help employers develop policies, provide training for staff and give advice on a range of workplace issues.


www.acas.org.uk www.tomorrowshs.com


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