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RM Drunks
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RMSoldier
- Posts: 3
- Joined: 01 Oct 2008, 20:34
- Gender: Male
RM Drunks
Is it just my office or do all offices specialise in employing alcohol abusers? A lot of the people employed in my office turn up pissed or have the shakes from their withdrawal symptoms they have from not drinking for 10 minutes, is it an RM policy to recruit from Acoholics Anonymous?
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brothermagrew
- Posts: 3015
- Joined: 06 Aug 2007, 16:38
- Gender: Male
- Location: Shares a border with England to the south.
RM Drunks
Quite clearly anyone who is employed by RM and turns up at work in an intoxicated stated should for health and safety reasons alone be sent home. To understand this better the RM Alcohol & Drugs Policy can be viewed on the CWU website.RMSoldier wrote:Is it just my office or do all offices specialise in employing alcohol abusers? A lot of the people employed in my office turn up pissed or have the shakes from their withdrawal symptoms they have from not drinking for 10 minutes, is it an RM policy to recruit from Acoholics Anonymous?
"Today’s workplace has become heartless and soulless. Employees are seen as units of labour, automatons, functionaries, objects for achieving designated tasks, and as costs to be minimised."
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brothermagrew
- Posts: 3015
- Joined: 06 Aug 2007, 16:38
- Gender: Male
- Location: Shares a border with England to the south.
RM Drunks
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.
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.
For any CWU members who are in doubt please refer to LTB No. 161/08 dated 3rd March 2008 on the CWU website.
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.
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.
For any CWU members who are in doubt please refer to LTB No. 161/08 dated 3rd March 2008 on the CWU website.
"Today’s workplace has become heartless and soulless. Employees are seen as units of labour, automatons, functionaries, objects for achieving designated tasks, and as costs to be minimised."
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drb
- Posts: 1044
- Joined: 30 Jan 2007, 21:44
- Gender: Male
RM Drunks
You want to be a rep sir,( stupid members,blatant bullying by managers,blatant disregard for national agreements by senior managment on £38,000 a year that cannot spell their own name,members that sell their soul and hardly see their children for 3 hours docket per day, idiot members that act like they are from an ethnic community in which they are most not..."my man...you get get me...blah blah).... and all for no extra money what-so-ever ....most reps do drink to be honest,and most would welcome a challenge for their position.Members reading this should "shadow" their reps for a week.....it'll blow your mind!!!!!!!!!!!!
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brothermagrew
- Posts: 3015
- Joined: 06 Aug 2007, 16:38
- Gender: Male
- Location: Shares a border with England to the south.
RM Drunks
drb
If your above posting was intended for me just thought that you should know that I am a CWU Health & Safety Rep and if it wasn't then my sincere apologies.
If your above posting was intended for me just thought that you should know that I am a CWU Health & Safety Rep and if it wasn't then my sincere apologies.
"Today’s workplace has become heartless and soulless. Employees are seen as units of labour, automatons, functionaries, objects for achieving designated tasks, and as costs to be minimised."