GOOD PRACTICE REPORT Mari Cruz Rodriguez and Lidia Segura Program on Substance Abuse, Government of Catalonia

Index Case studies revision Good practice report Proposal of principles of the pilot interventions for further group discussion.

Deliverables and milestones

Case Studies Revision Belgium, Catalonia Croatia England Estonia Finland Greece Ireland Poland Portugal Scotland Roman ia Germany

Case studies revision Biased by the selection of those specific cases. Collection not completed: – Romania, Germany – Estonia (not included yet) Parts not completed or missing – Lack OHS description – Policy key elements Need clarification, case by case,if reasons are: – not existing or not completed

. Transposition of the Framework Directive 89/391/EEC Responsibility: Labour Ministry, sometimes Health Ministry. Inspection and enforcement authorities (labour inspectorate) Bodies for scientific and technical matters (strategy, policies, organization, information, education, training and research issues). Both functions provided by the same body in some countries National H+S workplace laws-policies & institutional responsibilities

Only in some countries. Most times alcohol falls within general H&S legislation. Collective agreements can play an important role. Certain activities are regulated: vg: road traffic legislation, railway safety, air navigation, merchant shipping, nuclear plant operators,… Official guidelines-policies available in some countries Practical guidance-advise on workplace and alcohol for employers, employees and health and safety professionals. Some examples of interesting initiatives. Specific legislation for alcohol misuse in the workplace

Regulated in some countries Multidisciplinary approach. Types of professionals : Risk prevention specialists: safety, industrial hygiene, ergonomics, and psychosocial issues Occupational health professionals. Physicians and nurses. Main tasks: promotion and prevention. Common roles (alcohol) – Detection/diagnosis and control / follow up, with external referral for treatment. – Fitness for work evaluation (specially if risk to third parties) – Recommendation of work restrictions or adaptations and the occupational reinsertion of the affected worker. In-house or outsourced Provision of OHS at national level

Type of company Ownership? Company size?

Type of company Location? Sector (ISIC Rev 4. codes) ISIC Rev 4. codes

Type of company Alcohol prevention provision

Alcohol consumption during working time or breaks Consumption outside work with an impact in work Safety reasons High risk detected in previous assessments Legal obligation Participation of the company in a research study As part of social corporate responsibility Background and rational

Objectives Contribute to a safer, healthier, more productive workplace Reduce work accidents and disciplinary procedures through prevention. Reduce sickness absences. Train managers to deal with alcohol problems and ensure a consistent approach for all staff Promote and improve working climate, feeling of belonging and commitment to the company, and the company's image.

Policy: summary of content Good practice standard. Consistency Prohibition of alcohol consumption in the workplace. Supportive and not punitive Disciplinary procedures

Policy: development & key elements Action principles: – Promotion, prevention, treatment, reinsertion. – Integrated with other projects. – Sensitive to all agents and stakeholders Usually implemented in stages Leading group decides participation, responsibility, ownership – Occupational health – Health and safety – Human resources – Management – Trade unions

Policy: education, training, campaign Education and campaigns – Comprehensive, thorough, creative, participative, new technologies. Training: interactive, practical approach, adapted – Addressed to all workers – Targeted One-off activity on occasions.

Case detection Workers request During health surveillance or fitness for work evaluation By trained staff Via questionnaire Alcohol tests (exhaled air, blood, urine) Planned checks Random checks Checks on suspicion of acute intoxication. In case of accidents Follow up checks

Assistance provided Medical treatment Brief intervention Counseling and treatment (out patient / in patient) Monitoring Workplace adaptations and occupational and social reinsertion. Responsibilities of OH / HR. Confidentiality issues.

Policy enforcement mechanisms and mechanisms to ensure sustainability Enforcement: prohibition of consumption on premises and disciplinary actions including dismissal Would be interesting having policies (or at least key elements) from more countries. Sustainability: not mentioned in most cases. The lasting contribution most times is the policy developed itself and its ongoing implementation. Examples: on-going activities, induction for new employees, company’s communication channels, vg intranet, adverts, …)

Evaluation not a common activity: – lack of resources, time, planning? In some occasions evaluation of the training, but not of the impact. If done, more qualitative than quantitative Indicators not developed in most cases Impact

1. Increased safety. 2. Reduced sickness absence 3. Reduction in the need for major disciplinary sanctions related to alcohol or drugs 4. Improvement in the company image and climate. 5. Greater awareness about alcohol and drugs problems, not only in the workplace, but in general. 6. Decreased consumption 7. Improving communication by promoting the participation of all parties and facilitating accessibility to information and help.

Proposal of principles of the pilot interventions from the lessons learnt What, Why, Who, Where, When, How?

Proposal of principles of the pilot interventions from the lessons learnt What? What are we dealing with? Is it just an awareness raising campaign? Is it a policy design / implementation? Is it an inclusive programme? Which elements are covered? The most cost effective intervention seems to be the design and implementation of a policy: – Should not generate much cost – Implementing it in itself has a lasting, on-going effect – Its mere existence might act as a deterrent too. In enterprises with resources, integrative-holistic programmes should be encouraged.

Proposal of principles of the pilot interventions from the lessons learnt Why? Why is this particular company participating in this pilot intervention? Which are the aims and objectives of the company? General support within a well-being promotion campaign / corporate social responsibility activity Productivity, absenteeism, presenteeism issues Safety issues

Proposal of principles of the pilot interventions from the lessons learnt Who? 3.1 To whom is the intervention addressed? – Clearly define the target group – If different target groups, adapt content accordingly 3.2 Who will actively participate in implementing the intervention? – Teamwork is to be encouraged. – Think in the following: management, managers/supervisors, human resources, occupational health and health and safety departments, employees, trade unions, external support from specialized agencies. – Including employees' representatives seems to increase success.

Proposal of principles of the pilot interventions from the lessons learnt Where? In the workplace predominantly, Think in other locations, situations. When? Culture has to be ready, give time for adapting to changes. Initial hostility / suspicion is frequent, both from company and employees. Usually developed in stages. Schedule should be carefully designed.

Proposal of principles of the pilot interventions from the lessons learnt How? How will we know we've done it well? Evaluation tools should be designed right from the beginning. Indicators should be: – Appropriate to the type of intervention (education, training, policy implementation, will have different indicators...) – Relevant to the objectives set by the company – Measurable in that particular situation (not ideal in most cases).

Proposal of principles of the pilot interventions from the lessons learnt How should the education / training / awareness raising campaign be? Adapt the content to the trainees. Training courses should not only aim to increase knowledge, but also skills and confidence. Practical cases and interactive strategies are valued positively by attendees Key elements for a successful campaign/programme: – Creativity and innovation – Interactiveness – Continuity

Proposal of principles of the pilot interventions from the lessons learnt How should the policy be? Should outline clear procedures (not vague) Managers, HR and OH professionals should have enough training (knowledge and skills) as to act appropriately. A supporting – confidential atmosphere should be created. Should include supporting mechanisms (both medical and occupational) Access to occupational health and safety advice should be sought. Disciplinary procedures should be very clear. Safety critical tasks and workers should be identified, and policy, if necessary be adapted accordingly.

Next steps Preparation of the good practice report and review Revision of (parts of the ) case studies by partners if needed (Mid of November) – Confidentiality issues – Final contents English editing (November) Designing and layout of the deliverable (December) Finalizing the good practice report (November)

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