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

 



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