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I agree about the policy being neccessary but not a wonder document. In a lot of cases it is advisable that manager, employee, union etc sit down together and agree a plan and expectations going forward e.g. what will happen if the employee drinks again? Often these cases become conduct cases and therefore such a meeting will clarify the measures of support the employer is willing to give but also the consequences of any relapse etc. This reduces the risk of the revolving door situation. 2010/1/21 Stoddart-Crooks Sandra <[log in to unmask]> > An alcohol policy is really Guidelines for Managers and success still > depends on the person wanting to change. This is the crux of the problem, > which will continue, policy or not > > > > > > > > Caroline Risby > > > > Occupational Health Nurse Specialist > > BEH-MHT Occupational Health Department > > Dennis Scott Unit > > Edgware Community Hospital > > HA8 0AD > > Tel 020 8937 7920 > > Fax 020 8937 7927 > ------------------------------ > > *From:* [log in to unmask] [mailto:[log in to unmask]] *On > Behalf Of *obende patricia > *Sent:* 21 January 2010 15:41 > > *To:* [log in to unmask] > *Subject:* Re: [OCC-HEALTH] ALcohol Use > > > > Hi List > > Thanks for all your feedbacks and support. > > Patricia > > > ------------------------------ > > *From:* "Naylor, Sharon [HMPS]" <[log in to unmask]> > *To:* [log in to unmask] > *Sent:* Mon, 18 January, 2010 13:33:51 > *Subject:* Re: [OCC-HEALTH] ALcohol Use > > In my world thisis a common problem - like Amanda I have found Aquarius > very good but aware that they may only operate in West Mids. > > > > Complex problem - but I think the bottom line is that you can only point > the employee in the right direction and reiterate your opinion - if he cant > or wont engage with whatever services are deemed suitable I cant see thats > there`s much more that you can do. With mine I am like a broken record and > every time they are referred keep saying the same old thing - I have had > some successes with getting them to engage with outside agencies for further > help - but this has always been after a fair few false starts. I have also > had some that denied they had a problem until the bitter end - dismissal in > most circumstances and death in another. You can only do what you can do > > > > Interesting point re the alcohol policy - would that make a difference to > what advice you would give? > > > ------------------------------ > > *From:* [log in to unmask] [mailto:[log in to unmask]] *On > Behalf Of *obende patricia > *Sent:* 18 January 2010 12:07 > *To:* [log in to unmask] > *Subject:* [OCC-HEALTH] ALcohol Use > > Hi List, > > > > I have just followed up a client with self reported drink problem after > several instances of denial.He was initial seen by another of my OH > practitioner who requested a GP report. > > The report indicated secondary effect of this clients drinking and the GP > action of referral for counselling. > > Clients tells me he has attended the 5 sessions of counselling at the > local services centre that accepts only individuals who self referrals. > The reason given being that this is an indication to quit or reduce. > > > > Now as my follow up I have used the AUDIT *Alcohol Use Disorders > Identification* ( *AUDIT* ) self referral version and the score was 26 > which falls on the zone iv. > > > > His employer can only offer counselling but he meets the criteria for > much more. > > His GP appears to focus only on the symptoms of the likely secondary > effect of the drinking. > > I have suggest group therapy via AAA but the client is reluctant > .Unfortunately his employer has no robust alcohol policy. > > > > How far can I go on this. > > Looking forward to your contributions comments and support please > > Patricia > > > > > > This email was received from the INTERNET and scanned by the Government > Secure Intranet anti-virus service supplied by Cable&Wireless in partnership > with MessageLabs. 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