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It's tough as it's human nature to be drawn into the sad stories but addiction is a complex issue and you have to remember the user's primary relationship is with their substance of choice and patterns of manipulation, delusion and denial are part of that relationship. Because of that I would be careful of seeing him weekly querying what real value it is giving taking in to account the 'risks' of not being a trained addictions counsellor. If I was you I would be quickly negotiating an exit strategy leaving the treatment to his primary care team and performing normal OH reviews on fitness for work etc as you would any other issue. In the interim the manager needs to be having a weekly meeting with him on practical issues like is he attending support. I always advise the union is involved in such meetings to help draw up the 'contract' between employer and employee of what support will be given, what the employer's tolerances are, what penalties etc will be enacted if any tolerances breached. Good luck Regards, Carr On 13 May 2011 06:16, "Pippa Stanford" <[log in to unmask]> wrote: > Thank you very much indeed for your helpful responses regarding my alcohol misuse question. > > It is a difficult one, especially when the individual has lost his marriage, sees his small child 6 weekly and his house is attached to his job - which if he loses it, he will lose everything. His job is a significant part of what he values in life. > > What has been challenging is his apparent eagerness to now start to tackle the problem which he has now opened up about (albeit only to Senior Manager and myself) and this wait for support. In the early days of 'opening up', he had an episode of insobriety at work, nearly lost the job (and everything). Since then he seems to have managed the problem in a way that he is functioning acceptably in the tasks he is currently required to do. > > For the interim he is seeing me weekly, with the company's consent - he says he finds it helpful to talk and it is an opportunity to remind him of the need to contain his drinking at a level where he can do his work in the way which is required - and the potential consequences if he does not (though they do not come under my remit). I am clear that I am not a counsellor, nor am I trained in alcohol related issues. > > Your comments have been very helpful in emphasising to me the importance of withdrawing to a significant degree once professional support is in place and of the policy/process/any contract being developed and managed by the Company, not OH. I can then can act more in a collaborative role between the support team/GP/etc and the client/Company so that they are informed of his progress and can act accordingly, as they deem appropriate. > > Many thanks again, > > Pippa > > --- On Thu, 12/5/11, Carr Barnes <[log in to unmask]> wrote: > > > From: Carr Barnes <[log in to unmask]> > Subject: Re: [OCC-HEALTH] Alcohol misuse-cotract > To: [log in to unmask] > Date: Thursday, 12 May, 2011, 15:54 > > > Hi > > > Your part of managing this employee should only be a small one; this policy and process really needs to be "owned" by the employer and HR so I would advise you don't write it for them.. just write the OH involvement part... or you could find yourself in hot water in the future if things go wrong and HR look for a scapegoat (am I too cynical? lol). Also by OH taking ownership you are potentially creating a culture of "medicalising" a non medical issue. > > > The HR team will have plenty of access through their peers to comprehensive Substance Misuse policies (a quick google turns up loads) and implementation of such policies. They will also need to implement any management training etc. > > > > > Good luck > > Carr > > > On 12 May 2011 11:19, Stephanie McGauley <[log in to unmask]> wrote: > > Hi Pippa > > for such an issue to be managed successfully it needs a robust drug and alcohol policy - i have involved management from the start and advised they and the employee are responsible for compliance and for management of this and they should agree a contract e.g weekly meetings in private as not only a support measure but to assess that the contract is standing up/ Mondays are good for this as it follows a weekend > > being firm is tough love in a way but the only way - i try not to get involved other than liase with the community support team as they are doing the work and to reinforce this to the employee and support attendance for counselling > > hope this helps - your right about the safety measures and only advise when i have clear evidence that the employee is being responsible with treatment compliance and sobriety for a stable period that these can be lifted however should remain supervised and withdrawn when any concerns apparent. > > http://www.drugscope.org.uk/OneStopCMS/Core/CrawlerResourceServer.aspx?resource=9E2F750E-245E-49CC-B669-EEACC455B720&mode=link&guid=3e1f48bd69a6449ab655d3c5a2fb541band http://www.nice.org.uk/nicemedia/live/13001/48984/48984.pdf > > the above are good resources > > > > > > stephOn 12 May 2011, at 10:45, Pippa Stanford wrote: > > > Dear List > > I am currently assisting an individual with alcohol addiction. I have referred him to GP, he awaits contact from the Alcohol Support Team (who I have pursued to try to expedite treatment - he would like to stop drinking- but the wait is some weeks). > > Advice has been given to the employer relating to safety. > > The Alcohol Policy is very weak and I am in the process of carefully introducing such concepts as individual risk assessment and a contract between employee and employer of his expected behaviours and the outcomes if he does not comply. > > I would be very grateful for any input relating to such contracts which you use - a draft would be really helpful and also Alcohol Policies. There is no testing in the Company for drugs or alcohol. > > Many thanks, > Pippa > > Pippa Stanford > Occupational Health Advisor > Sent from my BlackBerry® wireless device > > ******************************** > Please remove this footer before replying. > > OCC-HEALTH ARCHIVES: > http://www.jiscmail.ac.uk/lists/occ-health.html > > CONFERENCES AND STUDY DAYS: > http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH > > ******************************** > Please remove this footer before replying. > > OCC-HEALTH ARCHIVES: > http://www.jiscmail.ac.uk/lists/occ-health.html > > CONFERENCES AND STUDY DAYS: > http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH > > ******************************** Please remove this footer before replying. > OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html > CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH > > ******************************** > Please remove this footer before replying. > > OCC-HEALTH ARCHIVES: > http://www.jiscmail.ac.uk/lists/occ-health.html > > CONFERENCES AND STUDY DAYS: > http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH ******************************** Please remove this footer before replying. OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH