
		The Art of Intelligence, Fraud Investigation & Counter Fraud™ HOME TEAM SERVICES CASE STUDIES CONTACT LINKS SITE MAP

Corporate
- Asset Recovery
- Counter Fraud
- Computer Forensics
- Fraud Investigation
- Investigations
- Information Security
Proactive
- Due Diligence
- Employment Screening
- Drugs in Workplace
Surveillance
- Physical
- Undercover
- GPS Tracking
Training
- Money Laundering
- Investigative Skills
Claims
- Claims Services

Call Us Today
+44 (0)20 7246 2550
Email: info@ovaguk.com

Drugs and Alcohol in the Workplace

montage of people at work, office, construction workers etc

The recent controversy over the effects of cannabis, particularly on young people, has once again highlighted the potential for problems which occur when drugs or alcohol are abused within the workplace.

Not only are legal issues brought to the fore, but health and safety concerns, productivity ‘dips’ and employee relationship problems can also be traced to drug or alcohol-related abuse within the working environment.

Are you aware that, compared with non-drug using colleagues, those who abuse drugs within the workplace are, according to Home Office statistics:

33% less productive,
300% more likely to need sickness benefit,
500% more likely to file grievance claims,
1000% more likely to be absent from work for any period.

There are many other statistics and case histories which show the necessity for a comprehensive policy.

If you have drivers working on your behalf, whether they are employed, drive company vehicles, or drive their own vehicle on company business, your organisation may be vulnerable.

A 10 year study has shown a six fold increase in the detection of drugs from people involved in fatal road traffic accidents. Over the same period the presence of medically-issued drugs and alcohol remained broadly the same.

If your drivers are at fault in an accident, particularly in one involving a fatality, your corporate directors may be personally culpable.

Companies without a Drug and Alcohol workplace policy are leaving themselves open to litigation. Many organisations believe they have such a policy, although it will probably contain loopholes or omissions. The document may better be described as a statement of intent, or even a ‘wish list’, which does not provide a coherent structure or legal protection.

The only worthwhile policy will have had all facets of the subject carefully considered by a representative team, aided by expert consultants. This should include consideration of the thorny issue of drug and alcohol testing, whether pre-employment, pre-promotion, for cause or random. Unless the relevant issues are addressed, a workable policy cannot usefully evolve.

Ovag Limited offers a full consultancy service, together with support for policy writing, training and testing. We would be happy to visit your company for a free initial discussion and to pursue any areas where we may help.