New drugs and alcohol policy at Royal Mail

[TrueBlueTerrier]

http://www.shponline.co.uk/article.asp? ... le_id=7339

New drugs and alcohol policy at Royal Mail as LAPC warns against ‘skunk’ dangers

The Royal Mail Group has announced the introduction of a new alcohol and drugs policy following consultation with the Communication Workers’ Union (CWU), advice from Alcohol Concern, and the conclusions of a recent TUC report urging employers to address the issue in a non-judgmental way.

The CWU’s national health and safety officer, David Joyce, said: “We are satisfied that the new policy and guidance now being deployed is in the best interests of our members. Simply put, alcohol and drugs problems are always best treated with sympathy and support where misconduct is not an issue, and disciplinary action is a last resort.â€

[TrueBlueTerrier]

Despite above cant find anything on the CWU Website

[k979aaa]

Despite above cant find anything on the CWU Website

Try this LTB 161 ON THE 3 MARCH 2008!.

[TrueBlueTerrier]

[quote="]

Despite above cant find anything on the CWU Website

Try this LTB 161 ON THE 3 MARCH 2008!.[/quote]

Cheers k979aaa - and here it is

No. 161/08
Ref P6
Date: 3 March 2008


To: All Branches

Dear Colleagues

Royal Mail Group Alcohol and Drug Policy:

Royal Mail Group are introducing an updated Alcohol and Drug Policy which has been subject to extensive consultation with the CWU Health, Safety and Environment Department. At the conclusion of the talks we are satisfied and content for the new Policy and guidance to be deployed, subject to a 12 months review.

The main underlying messages are:

1. Simply put, alcohol and drugs problems are always best treated with sympathy and support where misconduct is not an issue and conduct code use is a last resort.
2. The primary aim is to help, support and rehabilitate our people who have alcohol and drugs problems, free from a blame culture.
3. Royal Mail Group working proactively with the Trade Unions and their Safety Reps to ensure a safe and healthy working environment and workforce.

Background information:

Impact of alcohol problems on the workplace
Alcohol and drug misuse is now a major issue affecting employers and employees in the UK.
Drinking can cause alcohol-related harm and ‘inappropriate’ drinking, with regard to the workplace, is potentially dangerous and can have adverse consequences before or during workng hours may lead to work performance impairment, inefficiency, accidents or damaged customer relations. On the other hand many people drink recreationally or socially without experiencing any problems. Alcohol problems may sometimes stem from an underlying problem such as stress or depression and rather than being addressed the problem is exacerbated by drinking and the alcohol use itself becomes a problem.
Employer’s legal responsibilities regarding their staff:
The Health and Safety at Work Act places a duty on employers to ensure the health, safety and welfare of their employees. They must ensure that workers do not injure themselves or endanger colleagues or the public. This has particularly relevance to alcohol or drugs and the use of machinery or vehicles.

Under the Management of Health and Safety at Work Regulations employers have a duty to assess the risks to the health and safety of their employees. Knowingly allowing an employee to continue working if affected by alcohol or drugs whilst placing the person concerned or other colleagues at risk could make an employer liable to prosecution.

Employees with Alcohol and Drug problems:

An employee’s alcohol or Drug problem may emerge as a result of a specific incident or as part of a gradual decline in performance. There can be signs that may indicate alcohol problems, although care should be taken as these might be due to stress or depression. Signs of alcohol problems might be found in work performance decline, poor attendance and lateness, Conduct, such as withdrawal, depression, anxiety, poor co-operation, mood changes, uncharacteristic behaviour, accidents, alcohol on the breath, customer complaints.

Workplace Alcohol & Drug Policies and Helping Employees - "Alcohol Concern"

Alcohol Concern views alcohol policies as fundamental to tackling alcohol-related problems at work, whether driven by concerns about health and safety or costs and business effectiveness. Alcohol problems in the workplace should be viewed as a health issue, and the alcohol policy should be linked to one or more of an organisation’s procedures i.e health and safety, personnel and general management with expert in-house support or outside specialist services. An alcohol problem should be regarded as primarily a health issue rather than an immediate cause for discipline and this should be reflected in the workplace policy. This encourages staff with problems to come forward and lessens the likelihood of collusion by colleagues not wishing to ‘get someone into trouble’. The Royal Mail Policy embodies these principles.

Getting specialist help

The Royal Mail occupational health service will include an in-house counselling service, with expertise in alcohol problems.
Drugs and Alcohol Testing - TUC Guidance
Testing workers has always been controversial, raising industrial relations and civil liberties issues. The TUC report that alcohol and drug testing at work has been continually in the news recently as more companies introduce it. The TUC say that a number of recent studies have suggested UK companies have a growing appetite for drug and alcohol tests. However, closer scrutiny of workplace practices would on many occasions be more instructive. Testing will not reveal the possible workplace causes of drug or alcohol misuse such as stress or long, or irregular, hours. The TUC says a drugs and alcohol policy should be comprehensive and should ensure workers feel confident to report it rather than hide problems. It is important that employers and union representatives address the issue in a non-judgemental way. The TUC say that every employer should have a policy on dealing with the issue and Unions should be involved in developing and implementing these policies. Employee assistance programmes, providing back up and support for members - can help individuals return to a healthy and productive condition. Health organisations recognise now that the best approach is to treat drug and alcohol use problems in the workplace as sickness and not disciplinary, issues. We have sought to achieve TUC Policy and under the new Royal Mail Group Policy there will be no Breath testing, Urine testing, Blood testing, Routine testing, Random testing or post-incident testing. Additionally the Royal Mail Policy recognises that alcohol and drug related problems are most likely to be successfully overcome if they are identified early - and if staff are encouraged to accept help and to follow it through. Acknowledging that there is a problem and accepting help does not put a person’s job at risk.

HSE Guidance:

The HSE has issued guidance requiring employers to deal with Alcohol and drug misuse in the workplace. HSE say that while for many people, drinking alcohol is a positive part of life and does not cause any problems, the misuse of alcohol can lead to reduced productivity, taking time off work, and accidents at work. Employers should adopt an alcohol policy, in consultation with their staff. This should include matters such as how the organisation expects employees to limit their drinking; how problem drinking will be recognised and help offered and at what point and in what circumstances the employer will treat an employee's drinking as a matter for discipline rather than as a health problem. We have followed and implemented HSE guidance within the Royal Mail Policy.

Conclusion:

Members must not be impaired by drugs or alcohol when at work and the safety of our members and others always comes first. The Union wants members to be safe and healthy and treated fair and we can't achieve this unless we take seriously the problems that alcohol and drugs cause, offering confidential support for employees who may have a problem with drink or drugs. We want the best help and support for alcohol and drug users with strengthened support activity on the ground, avoiding rhetorical and inflammatory language, making harm reduction the goal of the policy and practice and aiming to reduce the harm to both the individual and colleagues with decisions and actions being informed by appropriate investigation, evidence, not anecdote, opinion or prejudice. Ultimately persistent offenders will face the agreed conduct code procedure where breaches of normal standards occur but the new Policy offers help and strongly emphasises the support that will be given to staff and if they accept help and follow it through, in doing so it will help avoid putting their job at risk. Correctly applied we believe the Royal Mail Group Policy encompasses the correct values.
What members should do if they have a problem with alcohol or drugs:

If members feel they may have a problem with alcohol or drugs please ensure they seek help through HELP (Helpline) on 0800 6888 777. Remember that acknowledging a problem does not put a member’s job at risk. HELP can offer all kinds of expert advice and operate a confidential service freely available to all workers.

Yours Sincerely


Dave Joyce
National Health, Safety & Environment Officer

[brothermagrew]

Despite above cant find anything on the CWU Website

Hey brother Teebs

I informed the forum on Mon 3rd March 2008 under a Blue Shirts posting that there was a new RM alcohol and drugs policy.

[axeman]

Why no consultation with Unite ? it's members it seems are lot more 'charlie' friendly than posties as they have the readys due to being '''overpaid'''

[dongash]

just where can we get our hands on "skunk".we seem to be having enough prangs at our office"drug free"!!!!!!!!!!

[k979aaa]

For most of the idea's that come from :cfo & :lfo would make people on CRACK seem reasonable!.

[General Mannerheim]

just where can we get our hands on "skunk".we seem to be having enough prangs at our office"drug free"!!!!!!!!!!

I`ll drink to that!