Misuse of drugs and alcohol

Question 1

Signs of drug misuse include:

Answer 1

 sudden mood changes
 unusual irritability or aggression
 a tendency to become confused
 abnormal fluctuations in concentration and energy
 impaired job performance
 poor time-keeping
 increased short-term sickness absence
 a deterioration in relationships with colleagues, customers or management
 dishonesty and theft (arising from the need to maintain an expensive habit).

Question 2

Alcohol related problems fall into two main categories:

Answer 2

Absenteeism and sickness absence

Alcohol is estimated to cause:
 35% of all absences from work.
 8 to 14 million lost working days in the UK each year.

Question 3

Effects of alcohol on the individual

Acute effects

Answer 3

Alcohol reduces physical coordination and reaction speeds. It also affects thinking,
judgement and mood.

A few drinks may be relaxing and un-inhibiting; getting drunk can lead to arguments,
mood swings, and even violence. Large amounts of alcohol in one session can strain
the liver and adversely affect muscle function and stamina. The after effects include
nausea, vomiting and headaches (hangovers).

Question 4

Effects of alcohol on the individual

Chronic effects

Answer 4

Increased risk of:
 Coronary heart disease and some kinds of stroke, as a result of high blood
pressure.
 Liver damage.
 Cirrhosis of the liver.
 Cancers of the mouth and throat.
 Psychological and emotional problems, including depression.

Question 5

Drink driving

It is an offence to drive with more than

Answer 5

80mg of alcohol in every 100ml of blood.

Question 6

The approach to tackling workplace problems with drugs and/or alcohol involves four
major stages:

Answer 6

 Consultation
 Policy
 Screening
 Support and/or discipline.

Question 7

A drugs and alcohol policy applying to all staff should form part of the overall health
and safety policy. As a minimum the policy should: 6

Answer 7

 Clearly state the standards of acceptable behaviour expected of all employees.
 Apply equally to all management levels.
 Address issues in the workplace that may contribute to increased levels of drug /
alcohol use.
 Be primarily non punitive.
 Clearly state the behaviours likely to lead to disciplinary action.
 Provide for rehabilitation and treatment of affected employees.

Question 8

Screening can be a very sensitive issue. No one can be tested against their will,
however once testing has been introduced, a refusal can lead to disciplinary action.

Careful consideration needs to be given to arrange of issues including: 4

Answer 8

 The availability of suitable, reliable screening techniques.
 The expense of the system.
 The need for medical support and resources.
 What happens in the case of a positive result?

Question 9

Drug and alcohol testing may be undertaken on the following basis:

Answer 9

Pre-
employment
Conducted prior to an applicant commencing employment.
Probation Carried out during the probationary period following
commencement of employment.
Note: Not practicable with a peripatetic workforce.
Periodic Routine testing after specific work tasks (crane and plant
operating / vehicle driving) or to agreed time scales.
Post-incident Carried out after an accident, where there are grounds to
believe that the effects of drugs or alcohol could be a
contributory factor.
For-cause When an employee’s behaviour (unsteady gait, slurring of
words or unusual actions) leads a manager to suspect that
drugs or alcohol are involved.
Random Purely random testing of the entire workforce or a sub-set of
workers.
Rehabilitation Precautionary testing after an employee has submitted to a
period of rehabilitation.