Workforce Health and Wellbeing Alcohol and Drugs Policy

Transcription

1 1 Workforce Health and Wellbeing Alcohol and Drugs Policy July 2013

2 2 CONTENTS Introduction... 3 National policy context... 3 The Northumberland Context... 4 The Council context... 5 The consumption of alcohol/drugs in relation to the workplace... 5 Support... 6 Identification... 7 Procedure... 7 Conditions attached to the above procedures... 8 Prevention... 9 Communication and training... 9 Monitoring and review... 9 Support contacts... 10

3 3 Northumberland County Council Workforce Health and Wellbeing Alcohol and Drugs Policy Introduction Northumberland County Council is committed to supporting the health and wellbeing of its workforce. It has adopted the Healthier Together Workforce Strategy for with a view to improving physical health, mental health and social and economic wellbeing. Those in a position of leadership and management within the Council are committed to making sure the strategy is implemented. In relation to alcohol and drugs, the Council is focused on: ensuring the health, safety and wellbeing of employees and the public provision of support for employees with alcohol and/or drug problems the prevention of alcohol and drug problems at work protecting the reputation of the Council The Council has a duty to protect its employees and the general public. Alcohol and/or drugs affect an individual s performance, efficiency and behaviour and compromise safety. The misuse of alcohol and drugs can also have serious effects on an individual s health. Long term effects of the misuse of alcohol/drugs include liver disease; kidney disease, acute and chronic pancreatitis, diabetes; cardiovascular disease; several types of cancer; high blood pressure, depression, stroke, and brain damage. Short term effects include a person s ability to undertake their work and the potential risk to others, both employees and the general public. National Policy Context Alcohol The Government s Alcohol Strategy (2012) states that alcohol-related harm is estimated to cost society 21 billion annually. It also states that alcohol is one of the three biggest lifestyle risk factors for disease and death in the UK after smoking and obesity. Alcohol Concern statistics state that: 1 person in 13 in Britain is dependent on alcohol; Around 5% of absenteeism from work is alcohol related. Alcohol Concern in an article printed in November 2012 estimated that around 200,000 people go to work with a hangover every day costing the economy around 6.4 billion each year.

4 Drugs Of the general adult population aged 16 59, around 10 million people or 30% say they have ever tried an illegal drug, 10% (over three million people) say they have used illegal drugs in the last year and just over 5% (around one and a half million people) have used them in the last month (Drugscope). Coroners in 2009 stated that the deaths of 2,819 people were drug related. This was in comparison to just under 10,000 alcohol-related deaths and just over 100,000 related to tobacco (source: Drugscope). These two statements both help put the use of drugs in perspective. In general terms smoking and drinking are much more serious problems than the misuse of drugs. Despite this the misuse of drugs remains a national concern. Alcohol Concern statistics on drug consumption state that: 1 person in 26 in Britain has a drug addiction; drug using employees take three times more leave than others. The Government s Drug Strategy (2010) has recovery at its heart. It: puts more responsibility on individuals to seek help and overcome dependency places emphasis on providing a more holistic approach, by addressing other issues in addition to treatment to support people dependent on drugs or alcohol, such as offending, employment and housing aims to reduce demand takes an uncompromising approach to crack down on those involved in the drug supply both at home and abroad puts power and accountability in the hands of local communities to tackle drugs and the harms they cause 4 The Northumberland Context Alcohol The Needs Assessment for Alcohol Treatment and Prevention Services in Northumberland 1 provides the following information about the misuse of alcohol in Northumberland: 30% of the adult population are binge drinking 25% of the adult population are drinking at levels of increasing or higher risk chronic liver disease has increased 54% over the last ten years compared to 18% nationally. Drugs There is less information about the prevalence of drug misuse in Northumberland. The Needs Assessment for Substance Misuse and Prevention Services in Northumberland 2 quotes the estimated number of current opiate users in 1 Needs Assessment for Alcohol Treatment and Prevention Services in Northumberland, Public Health, NCC, Needs Assessment for Substance Misuse and Prevention Services in Northumberland, Public Health, NCC, 2013

5 Northumberland as around 1,500 (taking into account those who are known to treatment services and those not yet known to services). 5 The Council Context This policy links to others that aim to support the health and wellbeing of the workforce including the Stress Reduction Policy, the Nutrition policy and the Smokefree Workplace policy. Information from the Council s Health Needs Survey undertaken in late 2011 states that; Alcohol: Whilst respondents were generally aware of health guidance on drinking limits, 11.7% of staff (117 people) reported consuming in excess of 21 units of alcohol (the Department of Health guideline limit for men) over the last seven days and within these 16 reported drinking in excess of 35 units with 7 drinking in excess of 50. Older staff tended to drink over a higher number of days each week. The Policy The policy covers alcohol, illicit drugs and the misuse of over the counter or prescription medication. It also includes volatile substances such as solvents and so called legal high drugs. Aim Our aim is to: ensure the health, safety and wellbeing of employees and the public provide support for employees with alcohol and/or drug problems prevent alcohol and drug problems at work provide a framework to enable any instances of substance misuse by employees in the workplace to be handled in an appropriate, fair, and consistent manner protect the reputation of the Council ensure the safety of employees and the public In order to achieve the aims set out above the Council will: set out clearly its policy in relation to the consumption of alcohol and/or drugs in relation to the workplace offer support to employees who have an alcohol and/or drug problem raise awareness of the risks/harms to health and provide health improvement and prevention campaigns communicate with all staff about the policy to avoid any doubt as to how seriously the Council takes this policy and where responsibility for it lies. The Consumption of Alcohol/Drugs in Relation to the Workplace The Council s policy on alcohol/drugs consumption in relation to the workplace is as follows:

6 Alcohol Employees must report for work sober and in a fit state and maintain it during working hours, noting the following; it is important to remember that alcohol stays in the bloodstream for one hour per unit so heavy drinking on an evening might affect performance the next day. In addition it is illegal to drink and drive with a minimum penalty of a one year driving ban. (In the UK, the alcohol limit for drivers is 80 milligrams of alcohol per 100 millilitres of blood, 35 micrograms per 100 millilitres of breath or 107 milligrams per 100 millilitres of urine - see for more information) consumption of alcohol while at work or on short rest breaks is strictly prohibited and may result in dismissal although efforts will be made to support those with an alcohol dependency (see below under Support) consumption of alcohol on Council premises* and in Council vehicles when on duty is strictly prohibited (*see below for the only exception) *the Council recognises there may be exceptional occasions such as Christmas when alcohol is offered on Council premises with management approval and moderate drinking would be permitted. The Council will ensure that non-alcoholic drinks are always available on such occasions. Drugs Employees must not report for work in an unfit state due to adverse effects from the consumption of drugs and must remain in a fit state during working hours, noting the following; for the purposes of this policy drugs covers illicit (illegal) drugs, legal highs, over the counter drugs, and prescribed medication the use, possession, consumption, buying or selling of illegal drugs on council premises/vehicles is strictly prohibited and will be considered to be gross misconduct and the police will be called prescribed and over the counter drugs can have adverse effects on work performance and safety: employees must check for any adverse effects with a medical practitioner when required to take a new medication. This is particularly important for anyone who drives a vehicle in the course of their work In circumstances where prescribed medication adversely affects work performance, managers should allocate different duties wherever possible. Where this is not possible employees should consult with their GP about certified sickness or to discuss possible alternative medication. If people are taking prescribed medication for a long term health condition or a disability reasonable adjustments should always be considered. 6 Support The County Council recognises that problem drinking and drug dependency are health problems which can respond to treatment given the will and motivation of the employee and the appropriate level of support from various agencies. It is the County Council s policy to refer for help any employees who have an alcohol or drugs misuse problem, and to encourage those who feel they may have a problem to seek help and treatment voluntarily. Such problems may come to light through

7 general observation, as a result of management processes such as sickness management, or, concerns about conduct through the disciplinary process. Identification Because of the nature of the problem and the stigma attached, individuals often deny, even to themselves, that they have an alcohol or drugs problem, and conceal it until their dependence is so far advanced they can no longer hide it. The earlier treatment begins the better, so early identification is important. This might be an individual self-referring or a colleague encouraging them to seek treatment either internally through the Council s Welfare Officer or externally through a support organisation. Employees should never attempt to cover up for a colleague who has alcohol or drug problems as not only does it not help the individual concerned but potentially might cause harm to other employees or the public. Where an employee s work performance, conduct or attendance have deteriorated, and the manager suspects an alcohol or drugs problem, the employee should be offered the opportunity to be referred for diagnosis and treatment as detailed below. Whilst an alcohol or drugs problem does not excuse poor work performance or misconduct, it may be treated as a mitigating factor and disciplinary action, except in cases of serious misconduct, will usually be suspended whilst the opportunity is taken to seek diagnosis and, if necessary, treatment. 7 Procedure A Welfare Officer is available within the Council for confidential discussions with employees who are concerned about their own use of alcohol or drugs, or that of a colleague. Where a line manager suspects that an employee has an alcohol or drugs problem that is affecting their work performance, conduct, or relationships with others which could in turn affect their work performance, he or she should have a private discussion with the employee about the situation. This will be a very sensitive matter and it is quite likely the employee will become upset and may deny they have a problem. The manager has a responsibility for the health and safety of the employees they manage and must ensure that the individual does not put anyone, including themselves, at risk. This may mean moving them to other work for that day or even sending them home. The manager should inform the employee of the help available under this policy, and offer referral to the Welfare Officer. Should the employee continue to deny they have a substance related problem then they should be encouraged to address the behavioural issues that have led to the manager being concerned. Again, the Welfare Service could provide support for the individual. If the employee agrees, the Welfare Officer will arrange a confidential interview with them as soon as possible to explore possible ways to deal with the issues. After meeting with the employee and conducting an initial assessment, the Welfare Officer will, where appropriate, offer him or her opportunity to see an Occupational

8 Health Adviser or Physician for diagnosis. If an alcohol or drugs problem is confirmed, the Occupational Health Adviser will then liaise with the Welfare Officer on a recommended programme of treatment The Welfare Officer will then draw up an agreement setting out the obligations for the parties involved so that there is a clear understanding of what is expected of them. This must be signed and dated by the employee and the Welfare Officer. Where the employee denies the existence of an alcohol or drugs problem, refuses referral or treatment, or is not diagnosed as having an alcohol or drugs problem, this will not in itself lead to disciplinary action, but any misconduct or unsatisfactory performance will, if appropriate, be dealt with under the normal disciplinary or capability procedure. Similarly, where the employee is accepted for treatment, but does not comply fully with the recovery programme, he or she may lose the protection provided by this policy, and consideration of any original breach of discipline will be reopened and appropriate action taken. However, strenuous efforts should be made at all stages to persuade the employee that they could have a genuine medical problem which, if not treated, may cause deterioration not only of physical and mental health but also of their ability to earn a living. In the event of relapse after treatment, each case will be considered on its merits in the light of medical opinion. The opportunity for further protection from the policy may be given but this cannot be guaranteed. If, despite the employee's full cooperation, his or her health is impaired through alcohol or drug abuse to the extent that he or she is unable to achieve a satisfactory standard of work performance, there may be no alternative but to terminate employment on the grounds of incapacity through ill health, or on grounds of incapability, subject to appropriate medical evidence and advice. 8 Conditions Attached to the above Procedures If the employee needs to undertake treatment involving absence from work, such absence will be regarded in the same way as any other absence for medical treatment, or within flexi time rules for those who are on flexi-time arrangements. The duration of the period for which support is offered should normally relate to the progress made by the employee in overcoming the problem, and the ability of management to maintain the level of support being offered. Every effort will be made to ensure that the employee retains his or her present job with no detriment to promotion opportunities or other benefits provided his or her work performance and conduct return to and are maintained at an acceptable level. It is important to remember, however, that if because of an alcohol or drugs problem an employee is behaving or performing in such a way as to endanger him/herself or others, prompt corrective action must be taken. In this situation, the employee's alcohol or drugs problem will be taken into account, but it will not automatically free the person concerned from the consequences of serious misconduct or poor performance. In cases where the employee becomes unsuited to his or her post, consideration will be given to transferring the employee temporarily to a suitable alternative position

9 whilst undergoing treatment. However, it is the aim to retain the employee in his or her original job wherever possible. Employees have the right to be represented by a trade union representative or a work colleague at any stage of the procedure. This policy does not constitute a waiver of management's responsibility to maintain discipline or to take disciplinary action under existing procedures. Nor does assistance under the policy prevent recourse to the normal grievance procedure or affect any individual rights of the employee. 9 Prevention The Health Improvement Team with the help of the health advocates will raise awareness and provide information across the workforce about the effects of alcohol and drug misuse and ways to reduce intake. The aim of this will be to try to help staff reduce intake generally and to identify problems at an early stage where there is a problem. This will be done through regular health campaigns and through the health advocates raising awareness in their own teams. There is some statistical evidence that that LGBT staff may be at higher risk of drug, alcohol or tobacco dependency. Appropriate, targeted information, and LGBT aware support services may need to be developed to support these staff members. Creating an open and inclusive workplace culture is central to promoting the health and wellbeing of all staff but may be particularly important for tackling barriers to accessing services for LGBT employees. Communication and Training It is essential for the reputation of the Council to protect and ensure the safety of employees and the public and to provide support to those who require it. All staff must be made aware of and abide by this policy. A copy of the policy will be posted on the intranet. Reference to the policy and the outlined procedures will be made in induction and other appropriate training opportunities. Monitoring and Review The policy will be monitored to ensure that: all employees are aware of it it forms part of the induction programme for every employee it forms part of development programme for managers so that managers are confident in dealing with employees with an alcohol/drug problem. The policy will be reviewed at least every three years by HR in conjunction with Public Health.

10 10 Support Contacts Sources of Information Brief information on the health risks associated with drug/alcohol misuse can be found at: Internal Sources of Support The Welfare Officer, Dorothy Clark is based at County Hall and can be contacted by telephone on or by External Sources of Support For employees wishing to seek help with an alcohol or drugs problem, the following can provide individual help and support free of charge. The Welfare Officer can also provide information on which external source of assistance is most appropriate for individual needs. Northumberland Recovery Partnership, Sextant House, Freehold Street, Blyth, NE24 2BA tel (24 hours) (For people resident in Northumberland only) Newcastle, N Tyneside & Northumberland Alcohol and Drug Problem Service, Plummer Court, Carliol Place, Newcastle tel hour helpline (answerphone 9 pm - 9 am) (Plummer House) North East Council on Addictions (NECA), Bridgeview House, 15/23 City Road Newcastle NE1 2AF tel (NECA provide counselling services and self-help groups mainly in the Tyneside area) Alcoholics Anonymous tel between 7 p.m. and 10 p.m. (or answerphone at other times) The person you speak to will advise you of the times and venues of the meetings nearest to you. Al-Anon (for families and relatives)

11 tel This organisation provides help and support for relatives and friends of people with alcohol problems. By ringing this number you can talk to a counsellor (10am to 10pm) and find out the nearest group to where you live. DrinkLine tel Freefone Advice information and support to anyone with concerns about alcohol. National Drugs Helpline tel Freefone hours helpline for users and their families, friends and carers. 11