Ludmila Kolesnikova

Salon Receptionist

February 2009

Contents

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Contents_____________________________________________1 Terms of References___________________________________2 Main body of research__________________________________2 Sign and symptoms_____________________________________3 Procedures___________________________________________4 What to do if an alcohol and drugs problem is suspected_______4 Training______________________________________________5 Components of Workplace Programme_____________________5 Alcohol and Drugs policy_________________________________6 Misuse of Drugs Act 2000________________________________6 Conclusion____________________________________________7 Recommandation______________________________________7 Bibliography __________________________________________8

Ludmila Kolesnikova

Salon Receptionist

February 2009

Terms of References
As requested by the management of Limerick Senior College, to investigate the effects of medication, drink and drugs in the workplace. And make recommendations.

Method of Procedure
The method of investigation is included here. This will include what kind of research was done and how it was carried out. The research may the following: y y y y Control Training Alcohol and drugs policy Procedures

Findings
Drug use is a very complex issue. It is important to remember that all drugs are different, and affect the user in different ways. They can alter the way a person think, perceives and feels, and this can lead to either impaired judgement or concentration. The impact of substance abuse and problem gambling can affect the workplace in many ways. It affects not only the individual, but also the co-workers and the business directly. Early intervention reduced the impact on an individual s health and other major life areas. Early intervention will save the company money and provides a better chance of success for troubled employee. Some of the specific impacts can be felt in these areas: Affected Person Increased illness Increased accident/selfinjury Problems with family, friends, co-workers, legal issues, financial issues Loss of wages or job Loss of self-esteem/respect Co-workers Covering for the person Increased number of interpersonal conflicts Reduced morale Business/Workplace Increased absenteeism Increased accidents and possibly death rates Increased costs(insurance, worker s compensation, cost of temporary staff) Reduced productivity of all Damage to equipment Loss of customers/business Company theft

Increased stress Unsafe work environment Increased risk of injury

There are human and economic costs, both direct and indirect.

Ludmila Kolesnikova

Salon Receptionist

February 2009

Sign and symptoms

Abuse of medication, alcohol and drugs affects people: Emotionally: Some emotional effect may be as follows:       Aggression Burnout Anxiety Depression Paranoia Denial

Behaviourally: Behavioural effects can be evident in:         Slow reaction time Impaired coordination Slowed speech Irritability Excessive talking Inability to sit still Limited attention span or Poor motivation and low energy levels

Physically: physical effect can be mild or more severe and can include:        Drastic weight loss/gain Sweating Chills Dilated pupils Unsteady gait Smell of alcohol or solvents Muscle weakness

All the sign show above may be caused by other factors and conditions, such as stress, and should be regarded only as indication that a staff member may be misusing alcohol, drugs or medication overdose. A detailed professional assessment is necessary to determine drug, alcohol or medication dependence. More detailed signs and symptoms will be presented at the training session for managers. It is recognised that an individual may have drug and alcohol problems i.e. cross dependence.

Ludmila Kolesnikova

Salon Receptionist

February 2009

Procedures
As far as possible alcohol and drug misuse will be managed as health problems under capability procedures. Every effort will be made to help the individual. However if there are ongoing difficulties at work, where appropriate, the normal disciplinary procedures may be invoked. Management/Staff association referral Staff members may be encouraged to seek confidential help, advice or support by their managers or trade union representatives. There must be documented evidence of alcohol/drugs related problems or reasonable grounds to believe that the individual may require such help. This does not give up the possibility of disciplinary proceedings where an incident has occurred which would normally lead to same. Medical referral Staff members may be referred by their general practitioner or occupational health medical advisers for help. Staff concern A staff member can also raise concern regarding a colleague to managers, supervisors, or trade union/staff association representatives in confidence. Alcohol/drugs problems often trade union/staff association representatives in confidence. Alcohol/drugs problem often put the health, welfare and safety of colleagues at risk and by covering up the individual is prevented from achievement the necessary insight to get help. This is commonplace at work. All staff members should feel confident that management will be constructive and sympathetic. The Training and Awareness Sessions will help build confidence that problems will be sensitively, confidentially and professionally handled.

What to do if an alcohol/drug problem is suspected

General:     Be well prepared Be consistent-treat all staff members the same Carefully consider how issues are to be handled Seek advice from relevant personnel/human resources staff

Specific: OBSERVE - Look for patterns. It is accepted that anyone can have an off day. Alcohol/drug/medication problems usually develop over a period of time and involve a decline in work performance, health, attitudes and ability. DOCUMENTATION All attendance, punctuality and poor job performance should be documented. All written notes should be factual and objective. Record staff explanations.

Ludmila Kolesnikova

Salon Receptionist

February 2009

MANAGEMENT CONSULTATION       Review your own role. Clearly define performance problem and impact. Were there previous attempts to resolve this issue or is this incident/pattern new? Identify possible barriers to resolution. What alternatives can be offered to staff to resolve the problem? Develop a plan for initial or follow-up discussions.

INTERVENTION     Select a time and place which affords privacy. Define the problem. Explain that the goal of the discussions is to help resolve difficulties. Explain consequences, if any, if problems are unresolved.

Training
The main objectives for training of staff are:  To provide a programme for managers representatives to help with the recognition alcohol/drug misuse and to enable them to manage staff with such problems in a sensitive , fair and appropriate manner;  To increase awareness by educating staff of the nature and related risks of alcohol and drug misuse;  To discuss the problems of alcohol and drug misuse in the workplace and their impact on health and safety, work performance and productivity;

Components of Workplace Programme

There is not a right way to develop a workplace programme as environments vary and some employers may only be interested in certain components. The decision will depend on the level of concern about the problem, such as safety, security and the potential for misuse. Assessment highlights need for Drug and Alcohol Policy Policy Development through joint involvement with employee representatives

Employee education

Supervisor training

Employee assistance programme Policy implementation

Drug testing(where appropriate)

Ludmila Kolesnikova

Salon Receptionist

February 2009

Alcohol and Drug Policy

ALCOHOL POLICY DETAILS: Available evidence shows that alcohols use increase the risk of accidents and lower safety standards, can impair judgement and increase the risk of errors and poor work quality. In order to ensure a safe and healthy environment in the workplace the following specific details should be adhered to within the public service. DRUG POLICY DETAILS: There is no evidence to suggest that the public service has particular problems in relation to drug and substance misuse. Where they occur, however, they can lead to serious problems with personal health, safety and performance at work. In order to ensure a safe and healthy environment the following specific details should be adhered ti within the public service.

Misuse of drugs Act 2000

All staff should be aware of the legislation which affects the above procedures. The principal legislation for controlling the misuse of drugs is the Misuse of Drugs Act 2000. The Act makes the production, supply and possession of controlled drugs unlawful except in certain specified circumstances (for example, when they have been prescribed by a doctor). A person who knowingly permits the production or supply of any controlled drugs, the smoking of cannabis or certain other activities to take place on his premises could be committing an offence. The Act lists the drugs that are subject to control and classifies them three categories according to the penalties related to them. It is possible that in certain circumstances charges may be brought against an employer or an employee under this Act. It would be up to the courts to decide on the circumstances of each case.

Ludmila Kolesnikova

Salon Receptionist

February 2009

Conclusion
In our daily life we sometimes meet with a person who takes alcohol, drugs and medications. These people are dangerous not only for themselves but for all who works nearby them. It is not easy decision to give up using alcohol and drugs in the workplace and another place we have to help and support them. Everyone needs to know all sign and symptoms of overdose and be ready to help if somebody feels badly. In order to make
informed decisions about alcohol and other drug use, students should educate themselves about the health and safety risks associated with their use, as well as about state and local laws on possessing, serving and consuming alcohol. It is widely recongized that the misuse and abuse of drugs ("controlled substances") and the abuse of alcohol are major contributors to serious health problems, as well as to social and civic concerns. Among health risks associated with the use of illicit drugs and the abuse of alcohol are various deleterious physical and mental consequences including dependency, severe disability - even death. In an emergency, the police are concerned for your safety first! If you or others have been involved in underage drinking or illegal drug use, do not let that preclude you from calling 911 for help! Your safety and well-being is our highest priority

Recommendations
y y Every employee has to be aware of the influence of alcohol and drugs in the workplace. It is recommended, that all the employers will organise trainings about the prohibition of drugs and alcohol at work. It is advice that the managements of all the premises will design policy which included the rules and the legislation, and each employee should to sign it up. It is recommended that each employee should be aware of the behaviour and appearance of the other employees, to recognize the difference between the normal person and drunk person or/and under influence of drugs.

Signature: _________ Date: 02.02.09

Ludmila Kolesnikova

Salon Receptionist

February 2009

Bibliography
Books: 1. 2. 3. 4. 5. National alcohol policy Ireland September 1996, Government publication sale office, sun alliance House, Moles worth street, Dublin 2 Drugs. There are answers 2008, Brushier, published by the Health Promotion Unit, as part of The National Drugs Strategy Everything you need to know about chemical dependence Vernon Johnson E., Library of Congress Cataloguing in Publication Data. 1990 Under the Weather Coping with Alcohol Abuse and Alcoholism, John G. Cooney, Newleaf an imprint of Gill & Macmillan Hume Avenue Park West, Dublin 12, 2002 Health and Safety at work essentials/ Mary Duncan, Finbar Cahill, Penny Heigway by Duncan, Mary, 1958-Cahill, Finbar, Heigway, Penny Lawpack 2006.

Websites:

1. 2. 3. 4.

National Safety Council www.nsc.ie Health and Safety Authority www.hsa.ie Government services www.irlgov.ie and www.oasis.gov.ie Info www.al-anon-ireland.org.