Surveyors are not known for being druggies. And if they are, they generally keep it very quiet. But alcohol is also a drug, and surveyors have been known to abuse it very loudly.
Downing a couple of aperitifs and a good few glasses of wine followed by a brandy at lunch is a regular occurrence for some, and rarely frowned upon. But when people cross the line from the occasional drink to alcoholism or stronger substance abuse, at what stage must a company take action?
Most employers can expect to encounter substance abuse problems with employees, according to a toolkit produced by the City of London Drug Action and its partners.
And Pamela Carr, an information specialist at the London Chamber of Commerce’s Occupational Health Helpline, says: “Dealing with substance abuse is generally about managing the work environment. Having a policy can clarify things clear before a problem occurs, so the process goes smoothly. If you don’t have a policy, people don’t know where they stand.”
Not every company needs a specific alcohol or drugs policy. For a small company, she recommends simply a code of practice. But smaller companies in particular can be affected when one individual with a problem represents 25% of the workforce.
Malcolm Scott, senior partner of Scotts in Hull, which employs 20 staff, thinks its policy falls within sickness and disciplinary policies. He adds: “Being a small practice, we don’t have a specific policy on drugs. We are busy covering our daily workload rather than administration, although we would be pleased to have any guidelines. It’s not been an issue that I’ve been aware of.”
He is relaxed about drinking, although he would take a dim view of anyone abusing their working relationships. He says: “Our staff commitment is good. People appreciate that their efforts affect others and there is an inherent self-discipline.”
Carr recommends that companies form their own policy rather than adopting pre-packaged guidelines. “An off-the-shelf policy might not suit individual firms,” she says. “Wining and dining might be an integral part of a firm’s business. A substance abuse policy doesn’t have to involve body fluid tests.”
But a specific policy is advisable when a company’s reputation is at stake.
She points out that it is easier to treat alcohol or substance abuse as a performance issue. She says: “Some people get worried, if staff get drunk, about dealing with the ethical side. It is better to discuss drugs and alcohol in relation to performance. Once employers do this, they feel empowered.”
Rather than needing to discuss alcohol as a medical issue, discussions can avoid those areas in which employers and employees lack expertise and look to more work-related issues.
Time off for treatment is the most reasonable course of action, and is accepted by courts and industrial tribunals.
For those whose staff drive, Carr suggests reviewing policy on the issue of driving under the influence of drugs or drink and what exactly its insurance will cover.
She says: “I had a very large company come to me with an alcohol and driving problem that resulted in a death. The company found that its policies were inadequate. Nobody had connected their policies with driving and occupational health.”
Cushman & Wakefield Healey & Baker has a formal policy on drug and alcohol abuse that Nick Van Dorp, head of human resources, says has never been put into use. The emphasis is to encourage people to seek help voluntarily and at an early stage.
It is acknowledged that such an issue may occur, and Van Dorp says: “We have a soft approach of giving support and guidance rather than a more heavy-handed approach.”
CWHB has a company doctor and access to specialists. Van Dorp also says: “We have to protect our other employees; it’s a health and safety issue if someone is disruptive.”
If a case of alcohol abuse results in poor performance, it will be treated as misconduct, whereas an ongoing problem will be seen as more of a medical issue. Van Dorp says: “It is a question of who the employee is, how long they have been there and their track record.”
There is also a line in the company handbook acknowledging that moderate social drinking has a part to play in entertaining clients.
Jones Lang LaSalle’s policy forms part of good practice, taking a soft approach to substance abuse problems.
Ruth Mundy, head of human resources, says: “It is there to remind people of acceptable behaviour such as not drinking and driving. It isn’t overly proscriptive; we aim to treat people as adults.”
And often employers have a hard time that detecting problems. “It’s often difficult to know why people are not in the office,” she explains.
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The warning signs |
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These can be caused by factors other than drugs |
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· Patterns of depression or fatigue (often after the weekend) · Absenteeism – short-term/frequent patterns · Poor timekeeping · Lack of discipline · Unusual irritability or aggression · Overconfidence · Sudden mood swings · Inappropriate behaviour · Reduced response times · Becoming easily confused · Reduced productivity · Deterioration in relationships with colleagues, customers or management · Financial irregularities · Dishonesty and theft |
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Sources:City of London Drug Action Team, London Drug Policy Forum and Occupational Health Helpline at London Chamber of Commerce and Industry |
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Facts on drugs at work |
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What you didn’t know about substance abuse |
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· Alcohol-related sickness absences cost UK business £2bn pa · In a recent survey, 22% of London businesses reported absenteeism due to drug misuse · 49% of young adults have experimented with illicit drugs (16% of these within the last month) · The majority of people with drink problems are in employment |
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Sources: The City of London Drug Action Team, London Drug Policy Forum and Occupational Health Helpline at the London Chamber of Commerce |
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Contacts |
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Help for staff with a substance abuse problem |
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www.aona.co.uk – Action on Addiction, which acts as a focus for addiction research and raises fund for research into the underlying causes of substance addiction. AoA began by establishing and supporting the National Addiction Centre and Maudsley Hospital. The NAC brings together experts from many different fields to work on all aspects of addiction. |
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www.alcoholics-anonymous.org.uk Drinkline: 0800 917 8282 Occupational Health Helpline: 020 7203 1871 |
