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The day will provide participants with a greater understanding of the challenges that arise when faced with an employee drug or alcohol problem and offers problem solving approaches to the management of these issues within the workplace. Most companies will, at some point, have to deal with an employee drug or alcohol problem. There are considerable implications for health and safety, absenteeism, productivity and working relationships, therefore managing alcohol and drug misuse and its impact is of critical importance to all working environments.
As a result, having clear and robust policies and procedures in place can provide the framework for all staff to work to and the guidance on action to be taken should problems arise.
Developing an understanding of the issues, gaining a greater awareness of the signs and symptoms, and acquiring skills to address and manage individuals when alcohol and drug use is identified as a problem, will help those responsible to gain confidence to implement the procedures and deal with the problems when they arise. Through attending this essential training – companies can protect their own interests, ensuring that they are fully compliant in this area of growing concern – whilst also protecting the welfare and wellbeing of their most important asset – their workforce.
Who should attend?
The training day is relevant for all staff with HR, Occupational Health and Health and Safety responsibilities.
It is also applicable for those with welfare and line-management roles, as you are often the first to be aware of and raise concerns regarding an individual’s fitness for work.
- Help companies to identify employee drug and alcohol problems and ensure that they can manage these problems effectively.
- Maximise workforce efficiency, productivity, reduce absenteeism and promote a healthy lifestyle to the workforce.
- Provide a return on investment, outlining the case that it is often more cost effective to rehabilitate and invest in the health and wellbeing of employees rather than incur the extra expense and associated costs, time and effort it takes discipline, monitor, and dismiss any individuals and then to recruit and retrain replacement staff.
- Understand that it is more cost effective for an organisation to deal with these issues on a per case basis rather than relying solely on an under-utilised company wide EAP program or cash-plan covering each employee across the organisation.
- Be an ethical and socially responsible organization that treats addiction problems as a healthcare concern.
- Implement and maintain full health and safety compliance in this area to reduce the risk of workplace accidents, and the risk of liability to incur legal costs as the result of these accidents.
- Protect the company’s legal position through minimising the risks involved with any allegations of unfair dismissal regarding drug and alcohol concerns.
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