Alcohol and Drug Abuse at Work.

Alcohol and drug abuse by employees cause many expensive problems for business and industry ranging from lost productivity, injuries, and an increase the health insurance claims.

Alcohol and drug abuse are a significant cause of employee absence and lost productivity and have a negative effect in the workplace. You will find here information on drug and alcohol policies, addiction counselling, and drug testing and substance misuse. In addition we have a range of articles and information on employee health and well-being by NHS, Humba-HR-Consultant's employee health and well-being online knowledge base.

However, costs can be measured in the expense of absenteeism; injuries; health insurance claims; loss of productivity; employee morale; theft and fatalities. According to statistics alcohol and drug users:

• Are far less productive.
• Use three times as many sick days.
• Are more likely to injure themselves or someone else.
• Are five times more likely to file worker's compensation claims.

One survey found that nine percent of heavy drinkers and 10 percent of drug users had missed work because of a hangover, six percent had gone to work high or drunk in the past year, and 11 percent of heavy drinkers and 18 percent of drug users had skipped work in the past month.

Remarkably, new research shows it is the social drinkers - not the hard-core alcoholics or problem drinkers - who are responsible for most of lost productivity, according to a Christian Science Monitor article, specifically tying the hangover issue to production in the workplace

This study also found that it was managers, not hourly employees, who were most often drinking during the workday. Twenty-three percent of upper managers and 11 percent of first-line supervisors reported having a drink during the workday, compared with only eight percent of hourly employees.

Any Alcohol and Drug related policy should address the following issues:

· It should make it clear who has overall responsibility for implementing the policy.

· The policy should cover all employees, including senior managers.

· The employer should guarantee that any employees who seek help will be treated in a non-judgemental supportive way and should guarantee confidentiality.

· A policy should outline when, if at all, alcohol can be consumed while at work or on work premises.

· It will ensure that all managers are trained to spot the early signs of abuse and there will be procedures to ensure that any problems are discussed with staff at an early stage.

· Alcohol and drug misuse should be treated as a medical and not a disciplinary matter. There will also be recognition that in many cases alcohol and drug use can lead to addiction which may require help.

· The policy should outline how employees can get assistance both within the organisation and, if necessary, outside.

· It will stress that any requests for assistance or treatment will be treated confidentially.

· The employer will consider making available alternative work where this will help an employee’s rehabilitation.

· The policy will make it clear that absence for treatment and rehabilitation will be regarded as normal sickness absence.

· There will be a recognition that staff may relapse.

· The policy will outline under what circumstances disciplinary action may be taken. This may include where help is refused and performance is consistently poor due to drug or alcohol abuse, or where a person comes to work under the influence of drugs or alcohol and others are put at risk.

· The employer should undertake to run an information and awareness campaign in support of the policy.

It is also important that any policy is regularly monitored and reviewed.

The study also found that 21 percent of employees said their own productivity had been affected because of a co-worker's drinking. When the issue of workplace substance abuse is addressed by establishing comprehensive programs, it is a "win-win" situation for both employers and employees.

Many employers see drug use as a matter for the law and alcohol abuse is often considered a personal matter unless it starts becoming disruptive. Negotiating an agreed policy can help ensure that the issues are dealt with as legitimate workplace matters in a way that will aim to support any workers who have a problem. Under no circumstances should a drugs or alcohol policy be part of a disciplinary policy.

It is important that managers and staff all know how the organisation will deal with drug and alcohol related issues. It will also help staff gain the confidence to come forward and seek help either for themselves or others without fear of disciplinary action. Unfortunately many line managers are not equipped to deal with these issues and line manager training and support is an important part of any policy.

ACAS provides guidelines on drugs and alcohol policies in its Health Work and Well-being booklet. It stresses that any policy should aim to protect workers and encourage sufferers to seek help. 

www.acas.org.uk/index.aspx?articleid=693

It also recommends to employers that when they become aware of the issue they should:

· keep accurate, confidential records of instances of poor performance or other problems

· interview the worker in private as early as possible in the process

· concentrate on the instances of poor performance that have been identified

· ask for the worker's reasons for poor performance and question whether it could be due to a health problem, without specifically mentioning alcohol or drugs

· if appropriate, discuss your alcohol and drugs policy and the help available inside or outside your organisation

· agree future action

· arrange regular meetings to monitor progress and discuss any further problems if they arise.

Prior to developing a policy it is best to find out what problem exists, if any. That can be done through looking at sickness and disciplinary records, accident investigation reports or talking to any provider of occupational health or counselling services for the organisation if they exist. Therefore even if there is no evidence of a problem you should encourage your employer to develop a policy.

The policy should set out its aims. These should include:

• Recognition that alcohol and drug abuse is both a health problem and a safety problem.

• That drug and alcohol abuse should be prevented through both increasing awareness of the issue and changing the culture of the organisation.

• That those employees with a problem should be identified at an early stage.

• That assistance should be offered to those with a drug or alcohol related problem.

Many unions have a model policy, so check your union or the health and safety regulatory website.

http://www.hse.gov.uk/alcoholdrugs/drugs.htm

http://www.hse.gov.uk/alcoholdrugs/alcohol.htm