Findings of a survey conducted during summer 2001, published by ‘Personnel Today' magazine in conjunction with the charities Alcohol Concern and Drugscope, found that three-quarters of businesses believe that they have suffered from staff absenteeism due to alcohol misuse.

Two thirds of managers added that they do not feel confident that they would be able to recognize the symptoms of drug use.

With the prevalence (and remember the figures available are guess'timates) of problematic drug and alcohol use within the work force being what it is, and the likelihood that this issue will become even more problematic in the future. How well prepared are employers for the rising need to have effective human resource policies and procedures covering the work place, that incorporate training and awareness packages around the issue of substance use?

Organizational Strategy to Alcohol and Other Drug Use

A strategy is the process of formulating a plan with an expectation that you will achieve an outcome, a beneficial outcome for the benefit of the individual and or the workplace, organization or agency. In this case we are referring to substance use. The outcome of the drug and alcohol strategy in the workplace may be:

‘….to create a safer, healthier, more productive workforce and workplace'

The aims of the strategy may be:

	Reducing Absenteeism
	Improving safety in the work place
	Challenging employee conduct
	Enhancing employee support
	Building awareness

These offer clear outcomes, which will benefit any work place, agency or organization.

The Policy

The document is a plan, which recognizes that a particular issue exists, and aims to address it. To some extent the work force will mirror societal issues. So in relation to substance use, there is a requirement to have policies, guidance and procedures in place, because planning is the best way of preparing for the situation which will eventually present itself to your work place.

A Policy can ensure that:

Legislation is accounted for within your work environment, be it around health and safety, staff morale, offering appropriate support to a vulnerable employee and protecting the public, the community from poor and at times dangerous behaviour.

Good practice will be in place, and this good practice can be disseminated to other strands of your agency/organization, providing an equitable response to dealing with this difficult problem.

Procedures will clearly be identified with in the document allowing for clear guidance re: how this policy aligns itself with other policies and procedures with in your agency/organization.

Litigation by employees who are dismissed will be less likely because, your policy and related procedures will clearly have identified that you have taken the only possible line of action, if proceedings were to go that far.

Financial loss will be considerably reduced due to sickness, absenteeism, poor working efficiency, accidents, compensation, insurance payments, tribunals etc.

Staff awareness will be universal i.e. all staff will clearly know where they stand re: problematic behaviour associated with drug and alcohol use. They will understand their rights and their obligations to the agency/organization.