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So true Anne. It keeps the job interesting though J Paula From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of [log in to unmask] Sent: 28 July 2017 10:30 To: [log in to unmask] Subject: Re: [OCC-HEALTH] Alcohol use Looks like a good plan, Paula. This is an excellent example of why being an OHN is not always easy. Anne On 28/07/2017 10:24, "Paula Highton" <[log in to unmask]> wrote: Thanks again Ladies I think the plan is that we are going to carry out the brief intervention. Give him chance to undergo voluntary reduction with GP support. We will state on his fitness certificate that he is unfit for safety critical work and then hopefully Management will refer him properly so that we can then gain consent and involve the relevant disciplines. This is one of those awkward confidentiality v's safety at work issues that make our job so difficult sometimes. Regards Paula From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of [log in to unmask] Sent: 28 July 2017 10:15 To: [log in to unmask] Subject: Re: [OCC-HEALTH] Alcohol use Absolutely, Karen. If the manager has already identified that the worker is a heavy drinker then the info re metabolising alcohol may be useful to raise with them to. May be worth having an action plan re a future educational programme for managers re safety critical roles and alcohol consumption. Anne On 28/07/2017 10:11, "Karen Coomer" <[log in to unmask]> wrote: I agree with Anne. However, if they like drinking and have it firmly established into their lifestyle I have found the 'damaging your health' approach does not work. So now when I have had this issue I have used facts and how long it takes to metabolise alcohol with the employee and therefore the likelihood they will be driving/working with alcohol in the bloodstream, once I work it out with them they usually (but not always) see the concern regarding H&S issues and the rationale for advising they are not fit. See http://www.nhs.uk/chq/Pages/853.aspx?CategoryID=87 <http://www.nhs.uk/chq/Pages/853.aspx?CategoryID=87> for this type of information and the attached leaflet. Karen From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of [log in to unmask] Sent: 28 July 2017 09:39 To: [log in to unmask] Subject: Re: [OCC-HEALTH] Alcohol use Yes, you do have a responsibility to take action as he is working in a safety critical role. Although he has disclosed he drinks 90 units/week you can assume that this is an inaccurate total and he is likely to be drinking even more. He should not be undertaking safety critical work, he and management should be informed that issues related with his health status result in him not currently being suitable for safety critical work. Think of the impact on you and others if he made an error of judgement as a result of being "over the limit" leading to a serious incident, possibly including one or more fatalities. As Deborah has stated refer to your alcohol policy. I am surprised that his supervisor or manager have not noticed the lingering smell of alcohol on his breath, perhaps they have but don't have the bottle to do anything about it. Best Anne Anne Harriss Professor Occupational Health LONDON SOUTH BANK UNIVERSITY On 28/07/2017 09:04, "Deborah Caspi" <[log in to unmask]> wrote: Alcohol policy, OHP? Get Outlook for iOS <https://aka.ms/o0ukef <https://aka.ms/o0ukef> > ________________________________ From: [log in to unmask] <[log in to unmask]> on behalf of Paula Highton <[log in to unmask]> Sent: Friday, July 28, 2017 9:02:39 AM To: [log in to unmask] Subject: [OCC-HEALTH] Alcohol use Good Morning Advice please OH wise ones.... We have an individual who is a safety critical worker, drives overhead cranes. The individual has disclosed that he drinks 90 units per week and is drinking daily (likely to be higher). Also type 1 diabetic. Information derived from routine health surveillance. We are about to carry out a brief alcohol intervention but this chap is not interested in the slightest in changing his lifestyle behaviours. I have some serious concerns about his safety at work although nothing has occurred as yet to make his manager's question this. Questions are? * Do we have grounds to report that his behaviour is creating a potential risk at work to his health, safety and that of others? If so do we need his written consent to do so? If he refuses then what? * Do we have grounds to request a due cause which would then lead to disciplinary action if it was confirmed positive? My instincts are telling me that the safety of him and his colleagues come first but it's not clear cut. Thank you in anticipation Paula ________________________________ This email is subject to copyright and its contents are confidential. Nothing contained within this email is intended to form a contract unless otherwise stated. You are responsible for maintaining your own virus protection. The main operating company within the Sheffield Forgemasters Group is Sheffield Forgemasters International Limited (04883675) whose registered office is at PO BOX 286 Brightside Lane, Sheffield, South Yorkshire, S9 2RW. 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