MEPMIS

Publications

All - 2011 - 2010

Results 31 to 40 out of 48.

• 07/09/2010 - Alcohol and the workplace – A European comparative study on preventative and supportive measures for problem drinkers in their working environment
  The aim of this study was defined as follows: The realisation of a European comparative study on alcohol related problems in the workplace, in which existing best practices in companies will be identified and analysed, will enable the development of a European strategy to encourage a better dissemination of information, as well as raise awareness of the problem among employees and companies in Europe. It will also provide guidelines and tools for the adoption of preventive and supportive measures by companies for employees with alcohol problems, who would otherwise risk losing their jobs and, as a consequence, risk social exclusion. Furthermore the study will seek to identify methodologies that will encourage the dialogue and exchange of experiences between European companies. This bottom-up approach will contribute to the design of social policies to reduce unemployment and social exclusion at a European level.
• 07/09/2010 - Alcohol and the workplace in the EU – An exploration
  Early 2005, Quest for Quality (Q4Q) and The Amsterdam Group (TAG) discussed the possibilities of a substantial project regarding Alcohol and the workplace. It was considered to create a Toolkit on how to create effective interventions in the workplace to reduce alcohol related harm. Such a Toolkit should have been based on existing expertise and put together in collaboration with those who have extensive experience with developing such policies and interventions. Finally, we had the idea that such a Toolkit would be placed on the internet and thus be accessible for all those who wish to develop an alcohol policy within their company. However, because of different matters, we had to decide to carry out a much more modest project, which entailed a basic exploration regarding alcohol and the workplace in the 25 countries of the European Union. Having said that, the ‘intelligence’ work done, still provided a good picture of what is happening in the field of alcohol and the workplace in the European Union.
• 07/09/2010 - Drug Misuse at Work
  This booklet provides a basic understanding of the signs, effects and risks of drug misuse. It also sets out a best practice approach to dealing with drug-related problems at work. • Gives detailed information on drugs; signs of misuse to look out for; developing a drugs policy and steps in which to do so; advice and guidance • Drug testing and screening • List of useful organisations and publications on the issue
• 07/09/2010 - Workplace drug and alcohol testing
  This document discusses the rules and regulations associated with the testing of employees for drugs and alcohol in the workplace. Areas covered include: -Application of the Law -When Testing is Permitted -Drug and Alcohol Policies -Reliability Safeguards -Fairness Safeguards -Limitations on Using a Test Result -Confidentiality and Privacy -Remedies for a Violation
• 07/09/2010 - Alcohol and Drug Testing: A guide for employers
  These guidelines are for NWT employers who want to know more about alcohol and drug testing and the NWT Human Rights Act. The information in this document is intended to help you: • Understand the link between alcohol and drug testing and human rights law • Understand under what circumstances alcohol and drug testing is acceptable • Consider alternative ways to create and maintain safe workplaces
• 07/09/2010 - Coming clean: Drug and alcohol testing in the workplace
  This brief article discusses drug and alcohol testing in the workplace, and the various arguments for and against testing; Statistics on drug testing in other countries; WDT good practice; ILO Code of practice.
• 07/09/2010 - Guidelines on developing and implementing workplace drugs and alcohol policies
  This booklet is an integral part of the workplace resource pack on drugs and alcohol which has been developed as part of the Northern Ireland Drugs and Alcohol Campaign. The pack also includes an information booklet for workers and an example of a model policy. Northern Ireland’s strategies on Drugs and Alcohol aim to reduce the harm caused to individuals and society through the misuse of alcohol and the use of illicit drugs. Both strategies are implemented through the Northern Ireland Drugs and Alcohol Campaign which addresses the specific needs of the working community through the following action points: • Producing guidelines for employers to enable them to develop drug and alcohol policies using a collaborative approach; and • Overseeing a regional promotional strategy aiming to implement their widespread adoption and support.
• 07/09/2010 - Survey report September 2007 – Managing Drug and Alcohol Misuse at work
  This survey report investigates and provides statistics on Drug and Alcohol in the Workplace in relation to the following; Policies and procedures; Testing; Managing and supporting employees; Recruiting employees who have had previous histories of drug/alcohol problems; Disciplinary action; Rehabilitation. One of the most encouraging findings from the survey is that more than 60% of employees with drug or alcohol problems who are referred to specialist treatment or given rehabilitation support are successfully retained in the workplace. However, worryingly, the survey also finds that about 40% of employers have no policy on managing drug and alcohol misuse at work. Another issue highlighted by the survey is that even among those organisations that do have policies, a significant proportion place very little emphasis on communicating them effectively or on training key staff, such as line managers, to ensure they are properly implemented. By far the most common approaches to communicating policies on drug and alcohol misuse at work is via the staff handbook (66%) and through the organisation’s intranet (46%). Other more proactive approaches to communication of policies, such as email alerts, poster campaigns and newsletters, are not widely used. Less than a third of respondent organisations train line managers and just a fifth train staff about drug and alcohol misuse at work.
• 07/09/2010 - NACD Recommendations to Government in relation to workplace drug testing and the Safety, Health and Welfare at Work Act (2005)
  This document discusses drug impairment and legal issues in relation to drug testing in the workplace; Refers to the findings from a large number of International studies. The following chapters are covered: 1. Drug impairment in the workplace 2. Right to privacy on health issues in the workplace 3. Information on drug (substance) use in the workplace 4. Drug use/testing issues in the workplace Where an employer is testing, the ILO guidelines state that: (P35) • there should be a formal written policy on testing • methods of testing should be of the highest quality and reliability • the objective of testing should be clearly defined and articulated • it must be clearly demonstrated that testing can reasonably be expected to achieve its intended goals • the substances to be tested for should be identified • the test results should be kept confidential. (IIDTW, 2004: 22; Shahandeh and Caborn, 2003). Drug testing should be included in a workplace drug-and-alcohol policy, which should have three purposes: • To discourage the inappropriate use of drugs and alcohol • To provide positive intervention for problem users • To ensure compliance with regulatory requirements (Hadfield, 2006). 5. Best practice where drug testing is in place (such as employment assistance programmes)
• 07/09/2010 - Ethical Issues in Workplace Drug testing in Europe
  Workplace drug testing remains a sensitive issue because of the difficulty of balancing safety and productivity requirements against the essential need to prevent the invasion of privacy and discrimination. The contentiousness of workplace drug testing (WDT) arises out of the collision between workers’ and employers’ interests. Definitions of personal liberty and dignity clash with questions of social responsibility and economic productivity. In addition there are data protection issues and strict requirements for the assurance of reliable test quality. In this paper drug testing is defined as ‘the process of obtaining samples of body fluids or tissues (e.g. urine, blood, hair, breath) from job applicants and employees and conducting laboratory analyses to detect the presence of certain drugs, including alcohol, and their metabolites’ (Hanson 1993: 5). The range of testing carried out in the workplace includes the following: -Pre-employment testing; -Probable cause testing; -Reasonable suspicion testing; -Periodic testing; -Random testing; -Testing on return from treatment; -Testing related to transfer or promotion; and -Voluntary testing (Mørland 1993). While all these forms of drug testing raise issues of concern, it is random testing that is the most controversial and is accompanied by vehement arguments for and against. For this reason, this paper focuses mainly on random testing in the workplace.