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Substance abuse manifests itself in many areas of society but its effects are keenly felt by industry. The estimated cost of substance abuse to employers ranges from £11 billion to £16 billion annually in the UK alone - largely due to the fact that close to half of all industrial accidents are drug or alcohol related. With over 70% of drug users currently in employment, most companies will have drug users on the payroll - which leads to persistent costs stemming from drug-related accidents, theft, illness, absenteeism, reduced productivity and poor quality of work. The Health and Safety Executive (HSE) published statistics confirming that drug users are 3.6 times more likely to injure themselves or others at work, and when they do, they are 5 times more likely to file a claim for compensation against their employer. When coupled with the fact that they are 2.5 times more likely to have absences of 8 days or more, you can see why substance abuse is so incompatible with company activities. Employers are directly responsible for everything that occurs in the workplace. Consequently, it is their duty to remove any hazards to the wellbeing of staff – including substance abuse, which is a foreseeable hazard. However, it is largely the substance that creates the problem and that is why many companies offer rehabilitation to staff who may have become dependent and are seeking assistance. Provided the individuals affected by substance misuse can return to their former levels of safety and performance in the workplace in a reasonable timescale, it is best practice to remove the substance from the individual rather than removing the affected personnel from the workplace. The nature of substance abuse: In the context of a company’s substance misuse policy, ‘substance’ refers to alcohol, illegal drugs, prescription drugs, over-the-counter medication and inhalants (or solvents). Each of these substances have different effects when abused, but they all have the potential for impairment of performance, dependency or physical addiction. They therefore increase the potential for accidents, absenteeism, unsatisfactory performance, poor moral and harm to the company’s reputation. People often think of substance abusers as being in a very narrow stereotypical group. However, the reality is quite different. Substance abuse can affect us all. Back in the 1996 British Crime Survey, it was revealed that 29% of all full time employees questioned had used illegal drugs, and this statistic has risen ever since... now almost half of all 16-29 year olds in the UK have used an illegal drug in the last year. With regard to alcohol, many staff will have gone to work with a hangover or with alcohol in their system from drinking the night before at some time in their career - in fact, almost a third of the people who lose their driving licenses to drink driving do so the morning after their drinking. It is important therefore, for companies to adopt the attitude that substance abuse is not a question of stigma for the business, but more a relatively common problem in society that needs monitoring and prevention wherever possible. This is achieved in the workplace by drug awareness training, drug policy development, drug testing and alcohol testing (in the event of accidents, incidents or reasonable cause situations) and providing suitable options to aid recovery for those who seek assistance. Whilst it there isn't a law which forces UK companies to have a drug and alcohol policy, there is a fair amount of legislation which can affect you if you don't. Employers, managers and employees alike have certain obligations regarding substance misuse under the following UK legislation: * The Health & Safety at Work Act 1974 * Management of Health & Safety at Work Regulations 1999 * Transport and Works Act 1992 * Road Traffic Act 1988 * Misuse of Drugs Act 1971 * Disability Discrimination Act 1995 * Disability Discrimination Regulations 1996 * Human Rights Act 1998 If your staff are not familiar with their responsibilities under the above legislation, there is potential possibility of prosecution or litigation against them, the company or even YOU! Visit www.drug-aware.com for free advice and information on what you can do about this issue. They cater for every kind of business offering everything from training, to on-site sample collection - even drug tests that you can use in the workplace for instant results.
Article Source: http://www.articlebase.info
Christopher Evans is the Technical Director of Drug-Aware Ltd, www.drug-aware.com As a specialist in Drug Awareness, he has personally trained staff from over 70 UK HM Prisons, several Police Forces, and well over a hundred NHS hospitals, drug treatment centres, Doctor's surgeries, etc. Not to mention the literally thousands of delegates from all industry sectors who have attended his training seminars on workplace drug awareness, policy development and testing.
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