In recent years a growing number of people to work under the influence of alcohol and drugs. According to a survey conducted by the health and Safety Executive in 1994, 90% of senior Affairs United Kingdom organizations, says that the problem of consumption of alcohol for the organization. According to 18 per cent of large companies, managers of the use of illegal drugs to employees in 2004, a survey by the Chartered Institute of personnel development and reward team for 2004.
May be the impact of the employee under the influence of alcohol or drugs in the workplace:
? Weak discipline and violent behaviour
? Risk to the safety of all of the workplace
? Impact on employee relations and morale within the team
? Poor performance and loss of efficiency
? Lateness and absences
? Disturbing effects on relationships with customers and the company image.
Under the health and safety at work Act 1974, which is responsible for company directors to take into account, as far as possible, the health, safety and well-being of its employees. The Director can be prosecuted, if deliberately employee under the influence of drugs or alcohol, excessive to continue to work while the officer or others at risk. Similarly, staff members are responsible for taking reasonable care also for himself and others who may be involved in what make. For example: If you are working in the transport industry, transport and Works Act 1992 makes it an offence to some employees must be valid through drink and/or drugs at the workplace in the rail, tram, buses and other guided transport systems. Transport systems would also be guilty of an offence, unless it is proven for all due diligence to prevent that offence being committed.
How to deal with the situation?
First and foremost, the employer must consider whether the incident happened after this occurs regularly, or are the main medical conditions (e.g., depression, stress). Research has shown that many employees are reluctant to use drugs/alcohol to deal with work-related stress.
If your employee conditions such medical condition, the doctor advice and support through a company or a problem. This can help to stop the behaviour.
Before the season, the employer is expected to monitor the situation as a whole and maintenance. It is necessary to take into account before taking any disciplinary action taken.
Without evidence or reasonable grounds, the report of the employers and not merely criminal suspects. An employee in the course entitled constructive dismissal or unfair.
To avoid such a situation occur, managers can introduce random policy alcohol testing prior to employment of illegal drugs and the abuse of alcohol or drug testing.
To check whether you have a policy on alcohol and drugs, to seek advice from specialized labour lawyer. Visit the "authorization" to obtain a lawyer-specialist hired experienced closer.
If you want to get additional information or assistance, you may want to contact the organizations below:
Advisory conciliation and arbitration service (ACAS)
Brandon House,
Area 180 Main Street
SE1 1LW for London
Helpline: 08457 47 47 47
ACAS may advise employers and workers of employment and industrial relations consequences of the policies of the alcohol in the workplace.
Alcohol concern
On the first floor
8 Rue Shelton
9JR for WC2H of London
Tel: 020 7389 4000
Alcohol concern to link with local alcohol advisory services, particularly those members of the Union from the workplace alcohol advisory services (vidwas).
No comments:
Post a Comment