SIX TOWN HOUSING
GUIDANCE NOTES FOR MANAGERS ON POTENTIAL ALCOHOL &
DRUG MISUSE
1.1
These notes are set out in three parts:
(i)
Early identification
(ii)
Employee advice and support
(iii)
Referral for help
They should be read in conjunction with the Policy in Respect of Alcohol
and Other Drugs and provide practical guidance for managers on the
implementation of that policy in the workplace.
1.2
Advice can be sought on any aspect of these notes from the Human
Resources Manager.
2.
EARLY IDENTIFICATION
2.1
Early identification of a drug or alcohol related problem is of paramount
importance for reasons of health promotion and also so that
disciplinary action can be avoided. An employee is unlikely to come to
work overtly drunk or under the influence of drugs (many problem
drinkers / drug users can tolerate large amounts and appear quite
unaffected). What will be noticeable will be the pattern of deterioration
in both work performance and behaviour. It is this, rather than alcohol
or other drug use, which a Manager has both the skills and legitimacy
to intervene in.
2.2
Set out below is a list of the signs and symptoms which may indicate
that an employee is experiencing problems of some kind, not
necessarily alcohol and/ or other drugs. This is by no means an
exhaustive list. The important thing is that taken in isolation, these
signs and symptoms may not mean anything is wrong. However, if an
employee who was previously working at a satisfactory level of
performance starts to show a pattern of deterioration, their Manager
should be alerted to the possibility that there is something wrong and
he/she should respond at the earliest opportunity.
2.3
Possible Signs and Symptoms
Lateness (early morning and after lunch)
Increasing absenteeism (especially around weekends and pay days)
Absence from work station without a satisfactory reason
Leaving work early
Increasing number of mistakes or errors of judgement
Increasing incidents/ accidents (frequent small, clumsy accidents)
Alcohol & Drug Guidance (Revised December 2005)
Loss of interest in work
Inability to concentrate or sustain effort
Deterioration in standards of work
Lowering quantity of work
Spasmodic work pace
Failure to meet deadlines
Drink driving offences
Deteriorating appearance
Deteriorating relationship with colleagues/Managers
Increasing isolation from colleagues
Inappropriate mood changes/swings
Irritability, nervousness
Financial problems (borrowing from colleagues)
Indications of domestic problems
3.
EMPLOYEE ADVICE AND SUPPORT
3.1
If a Manager believes an employee may have an alcohol or drug
related problem, he/she should arrange to see the individual concerned
as soon as possible on a one-to-one basis for an initial exploratory
interview.
3.2
The following points should be born in mind concerning this interview:
The manager should:
(i)
Be aware that they may have their own attitudes about alcohol
and drug use,
and of people with an alcohol or drug problem, and that these
can lead to false labeling of the person. The meeting should be
non- judgmental.
(ii)
Ensure that the meeting is private and confidential and will not
be interrupted.
(iii)
Begin the meeting by concentrating initially on the actual
problems which have led to the meeting and ensure that the
individual concerned is encouraged to discuss why they are
happening.
(iv)
Be aware that they may need to point out discrepancies
between what the individual says and what he/she does, or
between what they believe to be the case, and what is the case.
They need to check that all documentation is correct and up-todate.
(v)
Try to keep the meeting as informal as possible, especially if the
employee has approached them for help.
(vi)
Avoid using emotive terms like “alcoholic” or "addict", and
instead encourage the person to look at their drinking and/or
Alcohol & Drug Guidance (Revised December 2005)
drug use and see if it could be a contributing factor to their
present work performance.
(vii)
3.3
They should not:
(a)
be side-tracked into talking about other people and their
behaviour
(b)
get caught up in blaming or arguing about right or
wrong rather than sticking to the facts of the situation.
(viii)
It may well take more than one meeting before the individual
concerned can freely discuss their drinking or drug misuse, or
accept that it is causing problems. This should be remembered if
an employee initially refuses help and a further exploratory or
review meeting is necessary at a later date.
(ix)
The manager should ensure that the employee is aware of Six
Town Housing’s Policy in respect of Alcohol and other Drugs.
The meeting should be ended on a positive note with an
agreement on action.
For example:
(a)
(b)
A referral to the Occupational Health Unit
A referral to the Employee Support Service
(c)
An understanding of what aspects of job performance
have to improve;
(d)
An understanding of what action will be taken in the
future, e.g. - further review interview.
4.
REFERRAL FOR HELP
4.1
Where the individual in the course of the exploratory interview accepts
referral to the Occupational Health Unit, the Manager should refer them
in the normal way.
4.2
The Manager should request a letter of referral to the Occupational
Health Physician, giving full details. This letter should be marked
‘Strictly Confidential’.
4.3
The employee should be notified of Six Town Housing's intention to
seek a medical report and their consent should be sought in
accordance with the Access to Medical Reports Act 1988. The
employee’s Director shall seek their consent.
Alcohol & Drug Guidance (Revised December 2005)
4.4
The Human Resources Manager shall arrange for the report on any
such medical examination to be processed in such a way that the
confidentiality of any information regarding the medical condition of the
employee concerned shall be safeguarded.
4.5
Upon confirmation of the recommendations of the Occupational Health
Physician nominated by Six Town Housing, the employee will have the
right to present an independent medical opinion within 2 weeks, if
he/she so wishes.
4.6
The Occupational Health Physician will arrange to see the individual
concerned as soon as possible. If considered appropriate, the
individual will be referred to an appropriate agency to institute a
recovery programme.
4.7
If the employee refuses to accept the recovery programme, the
Occupational Health Physician will refer them back to their Manager,
who will then need to assess the situation, and may commence
disciplinary proceedings.
4.8
If considering taking disciplinary action against any employee you
MUST always seek the advice of the Human Resources Team.
Alcohol & Drug Guidance (Revised December 2005)