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Carr,

 

I like this approach as it is holistic, fair , not an isolated snapshot butover a period of time, multidisciplinary with SME’s.

 

Are SAM local or national? Any details please?

 

Thanks

 

Dawn

 

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Carr Barnes
Sent: 07 February 2014 00:00
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Drug & Alcohol - Consent to Refer & Rehab

 

Hi 

 

One of the best systems I ever worked with was as follows:

- HR/manager identify issue due to absence/behaviour issues etc and meet with employee and employee representative to discuss concerns what support is available if employee willing to engage .e.g removal from safety critical roles. refer to OH and Substance Abuse Manager (SAM) for advice as appopriate, employee to self- refer to GP etc 

- OH referral to identify if there are any other medical fitness for work issues to take into account e.g. mental health, alcohol related disease etc

-  referral to SAM once employee has seen GP and gotten information re appropriate counselling and relevant referrals etc ..SAM  was an independent D&A counsellor who met with the employee to "supervise" their engagement over the subsequent months and provide reports back to management on how they felt the recovery from misuse was progressing. SAM did not do the D&A counselling themselves for the employee.. that remained the remit of the NHS ... but they were able to give informed specialist functional recovery advice to the manager on progress, risk of relapse, engagement with treatment, insight etc.... these reviews usually happened once a month for at least 3- 6 months. After each review the employee, employee rep, HR etc met to discuss the report and agree any changes for next month e..g supporting further adjustments, 

- OH stayed purely on the medical issues but also had sight of the SAM reports via management re-referrals if needed. 

- Managers/ HR seemed to really like this system as they had previously always been hit with the OH are not addiction specialists so it would be difficult to comment on specific outcomes and were very frustrated with this. Now they got a "specialist" report in a language that they felt was useful and that gave them early indications of any failure to progress etc. The employee's all engaged well too and it help both sides agree the "lines in the sand" actions and consequences.

 

 

Carr

 

On 6 February 2014 08:35, Dawn Veal <[log in to unmask]> wrote:

Hi Milne,

 

In my experience HR and Oh can advise individuals and encourage but ultimately they cannot enforce a person to engage in their health.

 

As far as the OH aspect is concerned I would expect as part of the process to have a person who’s role is at risk due to D & A to be referred to OH as part of the policy and procedure.

 

Depending on having consent and engagement of the individual to embrace advice and services ie GP, AA, counselling and ongoing review etc I would review over a period of time in the same manner I review for rehab. For a D & A situation I would as a guide Ie Referral, review 1 month ( we all know how long it takes just to see a GP!),review 2 months, review 2 months. By this point I would anticipate they would have been seen by GP and other professionals and that they would be engaging in lifestyle changes. As we all know life is not perfect and people fall off the wagon so this must be considered. But if they are moving in the right direction that is the main aim. For those who clearly are in denial or do not wish to engage I would leave door open in case they change their mind and not push further as research is clear that change can only be initiated when a person is willing to be helped. My reports would reflect accordingly.

 

 

Under H & S that is a management decision based on risk. We can identify concerns and adjustments but it is their call on what to do.

 

In case anyone is interested I have set up a not for profit D & A study day in Exeter on Wed 19th Feb with Helen Vangikar as the SME on policy procedure and testing etc. I can add a couple of people if you need more info from the expert! Please contact me of line.

 

Hope that helps.

 

Dawn

 

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Turner, HelenX


Sent: 05 February 2014 12:40
To: [log in to unmask]

Subject: Re: [OCC-HEALTH] Drug & Alcohol - Consent to Refer & Rehab

 

Campbell

The BMA have recently produced Alcohol, drugs and the workplace. The role of medical professionals. This may be of interest to you.

 

Regards

 

Helen

 

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Milne Campbell
Sent: Wednesday, February 05, 2014 11:34 AM
To: [log in to unmask]
Subject: [OCC-HEALTH] Drug & Alcohol - Consent to Refer & Rehab

 

Dear List,

 

I am working with a company where a recent incident has highlighted a hole in the D&A policy:

 

Does anyone have an agreement/contract/consent that outlines an employees agreement to undergo rehab,

And the ongoing processes – i.e. confirmation of attendance, follow-up screening, etc

 

How many times is it reasonable to support staff that admit to having a problem?

(Staff not coming forward and subsequently found to have a positive drug test are normally dismissed).

 

Also what to do with those staff fail to consent,

 

And the duty of care from OH to protect him and others from harm versus confidentiality.

 

Many thanks

 

Campbell

 

 

 

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