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Posted By Raj
I am in the process of formulating an Alchohol intake / blood levels at work policy.
Even if the staff has had a drink the previous night, he / she may still test positive or be still under the influence of alchohol.
Thus there needs to be a Policy that is reasonable to the staff.
I seek assistance from you all in the matter.
Please help.
Thanks.
warm regards
Raj
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Posted By Frank Hallett
Morning Raj
I can't believe that I'm still doing this on a Saturday morning!
Civil liberties v safe working is your principal problem.
You don't identify what sort of business you're in; and that will be important to determining acceptable levels on blood alcohol.
As a starter, you could adopt the legal limit for driving on public roads and for safety critical activity a lower level.
While you're at it, there are a few studies around that discuss this topic in depth but don't actually give much practical guidance.
Just remember that the official enforcement line is now "reasonableness in all things" [& yes I know I've paraphrased it] but don't rely on it as the enforcers are still entirely schizophrenic on what this really means.
Good luck
Frank Hallett
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Posted By Merv Newman
Raj,
I've never been sure which country you are working in. So maybe UK law and practice may not be relevant.
Best practice is to have a policy which identifies reasonable penalties for being "under the influence" and allows for measurement of alcohol levels in defined circumstances. (Managing director bombed off his trolley in his office is (normally) less dangerous (in the short term) than a truck driver about to go on the motorway.
The tricky bit is probably getting the person to submit to your measurements of his blood alcohol level. We, in france, can call a doctor to take blood samples. The doctor CANNOT tell us the result. (privacy).
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Posted By Martin Mulholland
Raj,
I have been involved in formulating policies in conjunction with a company called Grendonstar.
A policy is only one part of a management system that will involve training, testing, chain of command procedures, rehabilitation, counselling, discipline, etc.
It is vitally important that you get the approach right first time and decide who is to be covered by it (ie: only safety critical workers or all from the top down?).
My advice would be to contact Mike Atkinson at Grendonstar (www.grendonstar.co.uk/) for additional advice.
Hope this helps.
Martin
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Posted By clez
No one has mentioned building it into the contract of new employees that the company can conduct alcohol testing. Existing employees may be a little difficult but if you are in a union environment talk to them they usally will support such action.
Before you do this you need to have a clear policy on what limits you set and what action is to be taken if over the limit.
Quite a few companies use a level of 1/2 the UK legal limit and some European companies have zero limit, so it depend on where you are.
You need to work with your HR department to make sure you have a practical policy and have educated employees.
Regards
Clez
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Posted By Lumpy
If your policy requires Drug & Alcohol testing, especially random testing, there will be issues with the Data Protection Act (justification). You may also have problems if all employees (inc. those not involved in Safety Critical Work) are subjected to random testing.
If you visit Union websites, you will find that whilst their guidance suggests the policy should apply to all employees, they are oposed to testing (esp. Random).
Lastly you can't subject employees to testing, if it is not in their terms and conditions of employement. You will need to consult employees/Reps, with regards changes to T&Cs.
Lumpy.
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