It is very important to have a Drug Abuse and Alcohol policy in place. For example, we had been notified a middle aged man worked in a safety critical role within a large company. He had a known history of alcohol abuse, which he had overcome with support from his company guided by their drugs and alcohol policy. He was referred to an occupational physician at Corporate Health Limited by his manager because of increasing concerns about his behaviour at work leading them to suspect he had relapsed.
When he was seen he admitted, on close questioning to drinking "more than he should" but was otherwise in denial that he had a problem. A report from his GP gave further evidence that he had relapsed. He still refused to accept there was a problem and therefor and further assistance, despite the weight of evidence and was therefore dismissed by the company.
Although the company was reluctant to take this decision because of concerns for his welfare, the individual left them no choice because of his refusal to accept the situation. The company were in aparticularly strong position to manage the case because they had a formal drugs and alcohol policy.
Some months later his manager heard that he had been employed be a small private firm but was experiencing problems in relation to his performance and attendance. Essentially nothing had changed.
This case demonstrates the importance of having a drugs and alcohol policy in place that is sufficiently detailed to act as a guide in managing employees with these problems. If the company had not acted as they did, the repercussions could have been serious. The Physician was greatly assisted by the on site occupational health nurse.
Alcohol abuse has tragic consequences for the individual and his/her family and friends. The initial approach should always be supportive, but unfortunately denial and re-abusing has safety implications for workmates and the general public. It cannot therefore be ignored.