MEP MIS

European Network for Workplace Health promotion (ENWHP) launches return to work guidelines

Richard Wynne — Wed, 27 Mar 2013 11:16:21 GMT

New EU study on alcohol and drugs at work

Richard Wynne — Fri, 24 Aug 2012 10:53:45 GMT

Study in 9 countries

UK charity urges government to act on workplace drinking

Nikos Vaslamatzis — Mon, 06 Feb 2012 11:29:00 GMT

Alcohol Concern has recommended to government a specific policy to address alcohol be included as an "explicit requirement" in the Corporate Governance Code that sets out the responsibilities of the Boards of companies listed in the UK. Lost productivity and absenteeism because of alcohol was shown to cost the economy 14 million working days and up to £6.4billion each year and businesses need to do more to help change employees attitudes to alcohol. It is thought 10 million men and women in England drink above the recommended guidelines and every day, 200,000 people go to work in the UK with a hangover. Under the Corporate Governance Code, listed companies must provide a framework for risk to be assessed and managed and ensure the necessary human resources are in place to meet business objectives and obligations to shareholders. Alcohol Concern argues that an effective alcohol policy is a material component of business strategy and that, as employees are a key business asset, boards should have a formal responsibility to address financial losses incurred through their reduced performance caused by alcohol. By failing to do this, and in many cases to even recognise the impact of alcohol misuse, Boards are neither complying with the spirit or the letter of the Code. As well as asking for Government support to address the issues from a policy perspective, Alcohol Concern is writing to the Chairmen of FTSE 250 companies directly to propose a solution to workplace alcohol issues. Alcohol Concern has entered into a partnership with BreathScan, a workplace alcohol specialist, to develop innovative ways to tackle drinking culture and improve employee wellbeing and productivity. Research carried out by BreathScan among FTSE 250 companies shows that most of them are ignoring alcohol as an issue in the workplace. Only one fifth (55 out of 250) have obvious alcohol awareness policies. BreathScan looked at published materials such as annual reports and websites for each company, as well as contacting their HR departments to ask whether they had an alcohol policy. Out of the 250 companies, six actually stated that they have no plans to implement such a policy in the future and another two said they would only do so if forced by law to do so. Alcohol Concern chief executive Eric Appleby said: "Companies simply have to address attitudes to alcohol and drinking behaviours - it is costing the economy billions every year. The evidence is that Boards are not taking the issue seriously and that's why we are calling on the Government to include alcohol policy as a specific requirement under the Corporate Governance Code. This will help improve the wellbeing of employees, and at the same time, improve efficiency and productivity."

Two-thirds of London employees will let alcohol affect their work this Christmas

Emma George — Mon, 28 Nov 2011 11:11:46 GMT

More than two thirds of London professionals admit will come into work with a hangover during this year’s Christmas party season according to new research by LondonlovesBusiness. The research, which polled 500 middle managers, shows Londoners intend to hit it hard this season with nearly two fifths (39%) admitting their boozing might impact on how well they do their job. Further compounding London's status as a boozy capital, nearly a fifth (17%) of professionals say they will be suffering the after effects of alcohol on at least three days of their working week. More than three quarters (82%) of the female managers polled say their company drinks socially. More than a third 35% of all respondents reveal their firm either has a 'strong drinking culture' or that they 'often drink together'. When questioned on how often they get drunk with their colleagues, nearly a tenth (9%) of women admit to doing so at least once a week or more. However, almost a third (30%) of respondents say they only get drunk at special occasions such as Christmas parties. Sophie Hobson, editor of LondonlovesBusiness, said: "It's no secret that stressed-at-work professionals turn to alcohol to help relieve their stress, but I did not think the numbers of those boozing frequently would be so high. "The research clearly indicates that there will be an awful lot of fuzzy headed professionals over the Christmas party season, and business leaders should not expect to see their best performances."

Peer pressure forces employees to take drugs at work

Emma George — Fri, 18 Nov 2011 10:19:20 GMT

The study, which polled 500 intermediate managers in London, reveals 21% use drugs due to peer pressure in the work place. Worryingly, 21% also reveal they take them in order to conform with their boss, possibly in the hopes of being promoted. Other reasons cited for taking illegal drugs at work are that the drugs encourage creativity (12%) and help manage the stress of the job (10%). Of those consuming drugs at work, a vast majority (90%) are choosing 'class A' drugs, with two fifths (40%) taking cocaine. A fifth (20%) of those taking drugs in the workplace admit to taking MDMA and Ecstasy, whilst nearly a tenth (8%) are choosing dangerous party drug GHB. Sophie Hobson, editor of Londonlovesbusiness, said: "These results are startling. Although there is a general awareness that drug use goes on in the work place, the research highlights just how prevalent this issue is in London businesses, which is particularly worrying with the Christmas party season just around the corner. "Tory MP Louise Mensch recently admitted to taking drugs whilst working for EMI and according to the research, clearly she's not the only one." Drug deaths are three times the average in the EU, having risen to 49 out of every one million people in 2006 to 59 out of every 1million in 2009, according to figures from the EU drug agency.

How much do you know

Nikos Vaslamatzis — Thu, 03 Nov 2011 14:08:00 GMT

The company

Ergina Eleni — Thu, 27 Oct 2011 12:56:00 GMT

A model policy

Ergina Eleni — Thu, 27 Oct 2011 11:58:00 GMT

Policy Guidelines

Ergina Eleni — Thu, 27 Oct 2011 11:23:00 GMT

UK longer drinking hours ‘drive up workplace absence’

Nikos Vaslamatzis — Wed, 26 Oct 2011 14:42:00 GMT

Alcohol Awareness Week 2011

Giuseppe Masanotti — Sat, 22 Oct 2011 08:14:01 GMT

Did you know.... •Every minute alcohol-related problems cost the UK economy around £48,000 •Every hour more than 100 people go into hospital in England and Wales with an alcohol-related condition •Every day more than 40 people die as a result of alcohol in England and Wales •Every week more than 100 children call ChildLine upset about their parents' drinking - some as young as five years old. Alcohol Concern wants to create a world free from alcohol harm and to build a grassroots campaign movement to achieve this. We believe everyone has the right to enjoy life free from the effects of alcohol harm and only by campaigning for evidence-based local and national policies can this be achieved. The Alcohol Concern Charter Our starting point is the launch in Alcohol Awareness Week of the Alcohol Concern Charter for a world free from alcohol harm which sets out this vision. It's a four-point statement based on the World Health Organisation's own charter on alcohol. We want everyone, including those who represent us in local and central government, to sign up. A call to action To realise the goals in the charter will take considerable effort. We want everyone concerned about alcohol misuse to join us to campaign for effective evidence based polices to make this happen, including both national and local action to: •End the irresponsible promotion of cheap alcohol and deep discounting •Control the availability of alcohol locally by allowing local areas to reduce licence density •Protect children from alcohol marketing •Increase both identification and support for people affected by alcohol misuse. To achieve this we will be campaigning for a range of local and national measures, to be launched in Alcohol Awareness Week. We believe Government must take the lead in setting evidence based national policies to reduce alcohol harm and give local areas the powers and funding they need to act locally. Our call to action is for: •Government to adopt our charter and the national policy measures above in the forthcoming national alcohol strategy •Local Chairs of Health and Wellbeing Boards, Licensing and other groups to ensure local strategies and investment exists to reduce harm via the local actions above •Everyone to join Alcohol Concern to campaign for a world free of alcohol harm A national conversation To highlight the need for a public commitment to reduction in alcohol harm as reflected in the call to action, we are encouraging people around the country to take part in a national conversation based on two questions: •Is the social cost of alcohol too high? •What is a drink problem? To make people think about their level of drinking, Alcohol Concern's new poster on drink strength What's in your drink? is now available for you to print and display. During the week, Alcohol Concern will also be releasing two new reports: •Recommendations for the government's imminent Alcohol Strategy from Alcohol Concern's round table discussions at the party conferences •Outcomes from our youth policy team's shadow Advertising Standards Authority, where young people apply the ASA codes to current alcohol advertising and marketing. Alcohol Awareness Week is an Alcohol Concern initiative in collaboration with regional and national health groups Balance (North East), Our Life and Drink Wise North West (North West), Alcohol Focus Scotland, Alcohol Action Ireland and Alcohol Concern Cymru (Wales). What you can do to support us during Alcohol Awareness Week and beyond •Join us as a member or supporter if you haven't already done so •Sign the Alcohol Concern charter when it appears on the Alcohol Concern website www.alcoholconcern.org.uk/aaw during alcohol awareness week •Invite your MP, AMs in Wales, and/or your local councillors to meet with you during Alcohol Awareness week, and encourage them to sign the charter and campaign too •Lobby your local council to ensure they prioritise the local action above •Use the opportunity to engage with them on the subject of your choice, ie. cheap alcohol and argue for minimum pricing per unit •Promote the Charter and Call to Action through the people you work with and your social media channels. Together we can create meaningful change and significantly reduce alcohol harms.

Készül az új Nemzeti Drogstratégia

Szabó Gyula — Tue, 11 Oct 2011 15:24:16 GMT

Lezárult az új nemzeti drogstratégia társadalmi és szakmai vitája. A Tervezet végleges szövege várhatóan október elejére készült el.

Welsh consultancy provides answers to dealing with employees on drink and drugs

Nikos Vaslamatzis — Mon, 03 Oct 2011 09:42:00 GMT

A WELSH workplace health consultancy has led the development of new Europe-wide guidelines to help managers deal with employees under the influence of drink or drugs.The Leonardo Foundation, part of the EC’s Lifelong Learning Programme, commissioned a project called Mepmis – Maximising Employee Potential by Minimising the Impact of Substances – to provide managers with the knowledge and confidence to take appropriate action.

Representatives of seven countries were selected to develop and pilot the service and the job of leading the two-year project was given to Cardiff-based specialists work2health Ltd.

It is the latest in a series of international commissions for the consultancy, which in Wales helps deliver the Welsh Government’s flagship Corporate Health Standard for public and private sector organisations. The project team looked at legislation, literature, company policies and practices and what support is currently available to organisations in different countries and sectors. They have distilled best practice into an e-learning and on-site training resource for managers.

John Griffiths of work2health said: “We spoke to managers and occupational health and safety professionals in each country and asked them what they perceived as their main challenges in this area and what they felt they needed in terms of information and support.

“They are aware that this problem – and associated issues such as testing – can be a legal and social minefield and they want to know what actions are open to them, what’s expected of them and what the sensitivities are.

“This is a complex issue; the problem cannot be ignored but employers who think they can simply dismiss workers or force them to undergo tests without developing and implementing proper policies, procedures and training are likely to face a host of problems.”

Read the full aricle at walesonline.co.uk.

Successes and failures of health policy in Europe

Giuseppe Masanotti — Fri, 30 Sep 2011 07:13:31 GMT

Purpose of the conference Europe, with its 53 very diverse countries, is a remarkable but inadequately exploited natural laboratory for studying health policy. Research so far has largely focused on the lessons that can be learnt from different ways of delivering health services. Yet, there is potentially much more that can be learnt from differences in how these countries have addressed health protection and health promotion. This is shown by the highly uneven development of population health. While progress overall has been substantial in most countries (but not all, with some significant reversals) some have been more successful in reducing rates of premature mortality than others. This is even more striking for specific conditions, such as cardiovascular disease, traffic injury, perinatal mortality or various forms of cancer. This conference brings together the results of recent comparative studies of health policies and population health in Europe in order to identify the successes and failures of national health policies, and to investigate the institutional and other determinants of success. Program of the conference This conference will assess, for four specific areas of health policy, whether variations between countries in the implementation of policies is reflected in variations in health outcomes. We have chosen four areas where preliminary analysis suggest this to be the case: smoking, alcohol, road traffic safety, and child health. If promising results are obtained for these four areas, the initiative will be expanded to cover more areas of health policy. 13.00-13.15 Introduction Johan Mackenbach (Erasmus MC, Rotterdam) 13.15-13.45 Population health trends in Europe Martin McKee (London School of Hygiene and Tropical Medicine) 13.45-14.15 Impact of smoking policies Anna Gilmore (University of Bath) 14.15-14.45 Impact of alcohol policies Peter Anderson (Newcastle University and Maastricht University) 14.45-15.15 Tea break 15.15-15.45 Impact of road traffic safety policies Dinesh Sethi (WHO Regional Office for Europe, Rome) 15.45-16.15 Impact of child health policies Ingrid Wolfe (London School of Hygiene and Tropical Medicine) 16.15-16.45 General discussion Moderated by Martin McKee 16.45-17.00 Wrap-up Johan Mackenbach (Erasmus MC, Rotterdam) Cost 60 Euro

Hungarian Version of the MEPMIS Postcard and Bookmark

George Kaliakoudas — Thu, 29 Sep 2011 14:17:00 GMT

Find attached the official MEPMIS Postcard and Bookmark in Magyar.

MEPMIS Newsletter Dissemination Article

Nikos Vaslamatzis — Wed, 28 Sep 2011 09:29:00 GMT

Small and medium businesses across Wales are being invited to access a new set of guidelines to help deal with employees whose drink or drug intake might affect their work. In Wales more than half a million working days are lost each year as a result of alcohol related problems. Though difficult to quantify, this has been estimated to cost employers in Wales up to £120 million per year.

Representatives from seven European countries have united on a project to produce a comprehensive information and training resource, which has been led by work2health ltd, a Wales based workplace health and wellbeing company.

The Leonardo Foundation, part of the European Commission’s Lifelong Learning Programme, funded a project called Mepmis – Maximising Employee Potential by Minimising the Impact of Substances – to provide managers with the knowledge, skills and confidence to take appropriate action.

The result is a dedicated website, an electronic learning package for managers and a comprehensive face-to-face training course geared to addressing a culture which is globally costing organisations and economies many millions in absenteeism, under-performance and workplace accidents.

Read the whole article by clicking on the pdf icon in the roght hand side of this page.

FAQ's

Sofia Ioannou — Thu, 01 Sep 2011 20:20:27 GMT

Print FAQ

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My organisation does not have an alcohol and drug policy and I’ve noticed one of my team, coming into work smelling of alcohol and looking bleary eyed on more than one occasion. What do I do?

There are two main issues here, firstly the importance of having a policy and secondly, how to deal with an individual who you suspect of coming into work under the influence of alcohol.

Firstly, if an organisation has a clear policy statement on alcohol and drugs at work, it is much easier for managers to know when and how they must deal with an issue related to alcohol and drugs. The policy should set out what to do when the terms of the policy are breached. Having a policy at work also clarifies what is acceptable and non acceptable behaviour in terms of alcohol and drugs for all employees.

An alcohol and drug policy should be written in the same format as your organisation’s other policies and should clearly set out what standards of behaviour are acceptable to the organisation and when drinking is not permitted. There is normally a blanket statement prohibiting the taking of illicit drugs and advice for employees on when they need to inform the organisation if they are taking prescribed or over the counter drugs.

If an alcohol and drug policy is being introduced to the organisation, it is important to ensure that Trade Union / staff representatives are consulted on the terms of the policy, that there is a detailed timetable for the implementation of the policy and all staff are informed of the terms of the policy and the timetable for activating it.

Secondly, if an employee comes into work smelling of alcohol, looking bleary eyed and ‘unwell’, you need to ensure that the individual goes straight home from work safely i.e. arrange for someone from the organisation to take him / her home or provide a taxi to take them home.

You would arrange to see the individual on his / her return to work usually the following day. At that interview, you will need to carry out an investigation about what happened and make a decision whether further action is necessary. That action could include a disciplinary interview, referral to Occupational Health, an alternative form of support e.g. counselling depending on the exact circumstances of the incident.
My organisation has an alcohol and drug policy but it is currently under review. Up until now employees have not been permitted to drink alcohol before or during work time but were allowed to drink during their (unpaid) lunch period. Indeed, it is common practice for a group of staff to go out for a drink Friday lunchtimes or to celebrate a colleague’s birthday or promotion. Senior managers want to stop lunchtime drinking. What should we do?

Employers need to consider all the implications in deciding whether to enforce ‘a zero tolerance’ ban on drinking including lunchtime drinking. The benefits of having a zero tolerance policy include the fact that employees know exactly what is permitted in the organisation; in other words there are fewer ‘grey areas’.

It also means that all employees irrespective of grade, type of job and whether the job is safety critical or not are treated the same. It is also beneficial to have a zero tolerance policy in terms of promoting health and wellbeing of the workforce.

The disadvantage of introducing a zero tolerance policy is that it might be contrary to the established culture of the organisation, therefore staff might not wholeheartedly support it initially. However, the way in which this is consulted, communicated and introduced to staff can help to get over some of these problems.

It is important that if a zero tolerance approach is chosen, it is strictly and consistently enforced throughout the organisation. The policy needs to state explicitly that, should employees wish to celebrate an occasion with their colleagues it is fine to do so providing it is at the end of their working day. If for example team members celebrate a Christmas lunch together which includes alcohol, then they would not be expected to return to work afterwards.
The Health and Safety Manager in my company has said he wants to introduce alcohol and drug testing for safety related jobs. Are there any drawbacks to testing?

The decision to undertake alcohol and drug testing should not be taken lightly. The law in connection with testing is complex and there are many issues to consider, for example when to test e.g pre-employment, after an incident, when behaviour calls for it, random testing etc? The organisation also needs to decide what methods of testing to use and to check that any providers they use are credible and follow recommended practices.

There are currently several methods of testing that are not considered reliable by an Employment Tribunal, should an employee claim for unfair dismissal due to being dismissed for a positive test.

If the organisation is a safety critical one, then alcohol and drug testing may be more acceptable. Before introducing any testing programme refer to guidance such as: ‘Guidance on alcohol and drug misuse in the workplace’ Faculty of Occupational Medicine 2006 or www.ico.gov.uk
My organisation has introduced an alcohol and drug testing programme, that includes random testing. One of the members of my team has just had a positive test for cannabis. Do I dismiss him?

Random testing should be limited to employees who hold safety critical positions. Testing to detect illegal substances can be justified when illegal use breaches the employee’s employment contract (i.e. the contract explicitly states that testing will take place and a positive test will result in dismissal) or if the illegal use causes damage to the business e.g. by undermining public confidence in some way.

If an employee who does not hold a safety critical position has a positive drug test, a dismissal of that individual on no other grounds is likely to be unfair. Therefore alternative disciplinary action needs to be considered.
We introduced alcohol and drug testing a year ago. One of the members of the team has refused to sign a form agreeing to testing. What shall I do?

If the testing was introduced as part of the employees’ contract of employment, then refusal to agree to testing, will be refusal to agree to a contractual term. In this case disciplinary action is appropriate. However, if the testing does not form part of the employment contract, it is more difficult to insist that the testing takes place. Employees cannot be forced to take tests. It is important to bear in mind the facts of each individual case.
A small amount of an illegal substance was found in the locker of one of our employees. What do I do with it?

Employers have a duty to report cases of possession of illegal drugs to the police under The Misuse of Drugs Act 1971. However if an employer is considering involving the police, it is vital that suspicions of possession are based on very strong grounds. If not, involving the police could result in a fundamental breach of the implied term of trust and confidence that will entitle the employee to resign and claim constructive dismissal.
We have been supporting one of our employees with an alcohol problem. He has been receiving treatment and is now back in work. However, he has left the programme he was following and has suffered a relapse. Should we sack him now?

It is normal for individuals who have a dependency problem to suffer one or more relapses, when they are receiving treatment. The organisation needs to be clear on how many relapses are acceptable before disciplinary action will take place. As a caring employer, it is recommended that you support an individual through relapse but each individual case needs to be considered on its own merit.
One of my team members was drunk at work and was shouting and yelling at two of his colleagues, who have made a complaint to me about his behaviour. Do I need to take this complaint seriously?

Yes, employers who fail to deal with employees who are intoxicated at work could be liable. An employer may be held vicariously liable in law for the behaviour and actions of their employees if they behave inappropriately towards other employees or customers. Employers should not tolerate inappropriate consumption of alcohol during work time or related improper behaviour during work
We are taking our staff out for a Christmas celebration. The function is after working hours and will include alcohol. We are providing one drink and then a bar is available for further drinks. Someone has asked me if we are providing transport to and from the function. Do we need to?

As a caring and responsible employer, it would be good practice to provide transport particularly at the end of the evening. If you do not provide transport and an individual drives after the event having had several alcoholic drinks and an accident occurs, there could be an argument that the employer is vicariously liable for the behaviour and actions of the employee (see previous question). It is much better practice to make transport arrangements so that if an employee does not take advantage of these, drives and an incident occurs, it would be solely the responsibility of the individual.
One of our employees has just informed me that he has been found guilty of drink driving and has lost his driver’s license for a year. He needs to drive for his job. Can I sack him?

It is important to look at how much driving is involved in your employee’s job and whether he can still carry out his job without it. For example, if driving forms only a small part of the job, then a good employer would make alternative arrangements for the year of the ban. If, however, driving forms the main part of the job e.g. the individual is employed as a lorry driver, then the Employment Tribunal would expect the employer to see if there is alternative employment for the employee. If no alternative employment can be found within the organisation after a reasonable time of looking, and the employee is then dismissed, the dismissal may be seen as fair.

Feedback - E Learning Evaluation

Nikos Vaslamatzis — Thu, 01 Sep 2011 20:14:39 GMT

We look forward to your feedback, so that we can further improve the MEPMIS E Learning course. In order to undertake the evaluation questionnaire, please click on the button below.

MEPMIS face-to-face training course slides

Nikos Vaslamatzis — Thu, 01 Sep 2011 20:12:00 GMT

These slides are also a sample of those that will be used during the face-to-face training course. For further information about courses in your area, please contact your local partner.

MEPMIS Training Resource Pack

Nikos Vaslamatzis — Thu, 01 Sep 2011 19:59:00 GMT

The attached text is a taster of the pack that accompanies the face-to-face training course. The pack provides an extremely comprehensive resource of everything you need to know about alcohol, drugs and work. If you wish to find out more about the training in your country, please contact your local partner.

Module 5 - Discipline and support

Sofia Ioannou — Tue, 23 Aug 2011 13:48:58 GMT

Situation Analysis 3 – Your organisation and it's alcohol and drug policy

Sofia Ioannou — Tue, 23 Aug 2011 13:48:58 GMT

Situation Analysis 4 - Your organisation and alcohol and drug testing

Sofia Ioannou — Thu, 18 Aug 2011 16:00:46 GMT

FAQ's

Sofia Ioannou — Wed, 17 Aug 2011 15:51:00 GMT

Module 7 - Putting theory into practice and answering your questions

Sofia Ioannou — Wed, 17 Aug 2011 15:50:19 GMT

The situation as it arises

Georgia Magouli — Wed, 17 Aug 2011 13:49:47 GMT

Module 4 - The problem unfolds

Sofia Ioannou — Wed, 17 Aug 2011 12:35:31 GMT

Instructions for Trainees

Nikos Vaslamatzis — Thu, 11 Aug 2011 07:40:33 GMT

How long will it take me to complete the E Learning Course?

The MEPMIS E Learning Course comprises of 7 basic modules. Each module can be completed within 30 minutes.

Does the MEPMIS E Learning Cource provide any certifications ?

At the moment it does not. It is part of our future plans to provide EU-wide certficiation. Stay tuned!

How can I monitor my progress ?

To view your progress throughout the course, click on the "My Stats" link in the Members Area. Within the "My Stats" area, you can view your progress throughout the course, the completion percentages and the unread e learning sections.

How do I get started?

Click on the main menu option E Learning and then on the structure tab to get an overview of the E Learning Course and start Module 1. Alternatively you can navigate by using the left hand side menu.

Please note that the MEPMIS course is modular in nature with seven modules in total, which should be completed in sequence.

What are the Situation Analysis Quizes ?

Situation Analysis Quizes appear at the end of MEPMIS Modules to support your learning experience and help you define a good alcohol and drugs policy in your organisation. Once you have completed a Situation Analysis Quiz, you can print the results and recommendations directly.

All recommendations produced by the MEPMIS E Learning platform are saved and can be retrieved by clicking the "My recommendations" link in the Members Area box.

Have questions?

Should you have further questions for the course, don't hesitate to contact us at: info@work2health.org.uk

Endorsements and Testimonies

Nikos Vaslamatzis — Wed, 10 Aug 2011 14:30:24 GMT

The MEPMIS project has been very well received by SME’s and professionals in the field of public health, occupational health, human resources, health & safety, and medicine. Government officials across Europe have expressed their support for the Project and for the comprehensive training resources it has created.

Those who have received the MEPMIS training have commented:

"I gained a lot of new knowledge which will be usable in practice" – Organisational Psychologist

"The training had a sound theoretical basis, and the topics were well analysed" - Safety Expert

"The training has significantly improved my knowledge of how to address theeffects of alcohol in the workplace" – Manager

"The issues were clearly understandable for everyone" - Work Safety Expert

"A lot of complex knowledge was imparted, and good practical exercises were used" - Occupational Health Professional

"Presentation of the business case helped to me to acquire unique knowledge" - Psychologist

"My knowledge around drug and alcohol issues in the workplace has increased, I have written the drug & alcohol policy for my organisational and also feel confident in advising the small businesses we work with on drug & alcohol issues" – Development Manager

The MEPMIS training has been officially approved by the Experimental Center for Health Education, University of Perugia, and by the Umbrain Office of the Italian Society for Hygiene and Public Health.

Module 6 - To test or not to test

Sofia Ioannou — Thu, 21 Jul 2011 14:45:35 GMT

E-Learning

George Kaliakoudas — Thu, 23 Jun 2011 15:26:00 GMT

Module 1 - Alcohol, drugs and work – the issues faced

Sofia Ioannou — Thu, 23 Jun 2011 15:26:00 GMT

Module 3 - Who is at risk?

Sofia Ioannou — Thu, 23 Jun 2011 15:26:00 GMT

Module 2 - Developing a good organisational approach

Sofia Ioannou — Thu, 23 Jun 2011 15:26:00 GMT

Partners

Nikos Vaslamatzis — Fri, 06 Aug 2010 09:28:14 GMT

Work2health is a specialist international consultancy providing expertise in organisational development and the promotion of health and wellbeing via the workplace. We provide training, run Masterclasses, develop programmes and resources, and undertake quantitative and qualitative research projects. We develop and deliver training packages on topics including pressure management, communication and listening skills, return to work and alcohol and drugs for the private and public sectors. We produce technical reports (for WHO) and have been closely involved in setting up the European Network for Workplace Health Promotion and the development of two pan-European projects on best practice in workplace health promotion - in large companies and SMEs. We are focused on how organisations take up health initiatives, and especially on how they involve and communicate with their staff.

Founded in 1988, Work Research Centre has been involved in research and development and training activities since its inception. We focus on a range of workplace issues, the most prominent being work and health (mental and physical), work and disability and diversity at work. We have worked at international and national level in these areas and have undertaken some of the seminal research work on disability in recent years in Europe (e.g. Optiwork, ENAT) and we have also been involved in developing policy in the area in Ireland and the UK. We have much experience in relation to training and e-learning development, most notably in recent times in the LDV sponsored Dimant and Re-integrate projects.

The Dutch Center Work Health supports people and organisations in developing strategies, policy implementation and translating innovative ideas into concrete products and applications within the field of workplace health promotion. The organisation has extensive experience of providing a range of services including providing advice and support to employers, coordinating projects, organising conferences e.g. congress meetings, developing research methodologies, professional directives and products, undertaking qualitative, practice based and action oriented research, providing courses, training, coaching and multi medium reporting.

EWORX S.A. is an ICT Company based in Athens, Greece. The company was established in 2001 by professionals with extensive experience in providing IT services nationally and internationally. The company employs 20+ ICT professionals of which 35% have postgraduate degree, representing a variety of nationalities and cultures. EWORX customers include public and private sector organisations such as the European Commission, European Institutions, Greek Ministries, Industry and NGO’s. EWORX belongs to the European Network of Centres of Excellence in Design for All and is an iForce Partner of Sun Microsystems. EWORX has been identified as one of the top Independent Software Developers in Europe and is included in the latest report ISVs in Europe – The Top 1500

The Nofer Institute of Occupational Medicine (NIOM), is an independent research and development centre covering various areas of occupational and environmental health. NIOM provides background research and expertise to numerous governmental agencies, local administrations, trade unions and industry. It promotes healthy lifestyles and has been involved in post-graduate training, editorial and regulatory activities. The National Centre for Workplace Health Promotion is responsible at NIOM for research and analysis of conditions, processes and effects of workplace health promotion (WHP) at the national, regional and enterprise level as well as of health related behaviour determinants in the working population; training of specialist; popularisation, implementation and evaluation of WHP. The Centre coordinates activities of the National Network for Workplace Health Promotion, publishing over 12 manuals on WHP.

Since 2001 the aim of DSGI Human Engineering Ltd. is to serve the domestic manufacturing and service business delivery with theoretical knowledge and practical experience of ergonomics. Ergonomics in the continuous challenge for us, to create harmoni between the humans and the artificial environment. DSGI Human Engineering Ltd. is a recognised vocal educational institute in Hungary with accredited work-place ergonomic course, and with several health promotion and mental healt trainings. For us the implemented ISO 9001 system, the enhanced professional network both on national and international level guarantee the high quality of our work. Though memberships in national organisation we have connections with ENWHP, IUHPE, International Ergonomics Association, the European Agency for Safety and Health at Work.

Founded in 1954 under the auspices of the WHO as a voluntary association of the University of Perugia and local non-governmental bodies of the Umbria Region, the Experimental Centre for Health Education became a University Centre in 1963. It carries out basic and continuous training activities in health education and promotion for health services, schools, workplaces and third sector social-health professionals; undertakes research on health education and promotion; tests methodologies and edits the production of bibioliographical and audio-visual materials. Within the field of research a special section is dedicated to health and safety at work, focusing on workplace health promotion. The Centre hosts the National Operational Unit for WHP in Italy and arranges the annual National Information day on WHP. It also produces tools for WHP implementation (for SMEs in particular) and has created an informal network of experts and companies. Recently the department has led an EU project

Contact

John Stamos — Mon, 29 Mar 2010 15:20:54 GMT

News

Nikos Vaslamatzis — Mon, 29 Mar 2010 14:41:43 GMT

MEPMIS E Learning Membership

Nikos Vaslamatzis — Mon, 29 Mar 2010 14:30:55 GMT

Welcome to the MEPMIS E Learning Membership page. Once you have activated your account, click on the main menu option E Learning and then on the structure tab to get an overview of the E Learning Course and start Module 1. Alternatively you can navigate by using the left hand side menu.

Please note that the MEPMIS course is modular in nature with seven modules in total, which should be completed in sequence.

About us

Nikos Vaslamatzis — Mon, 29 Mar 2010 14:21:00 GMT

The reason: In the context of the global marketplace and the need to remain competitive, inappropriate use of substances by employees is presenting an increasing number of European employers with problems in their workplaces. These include increased sickness absence, lower levels of performance and reduced productivity of staff.

In small and medium size enterprises line managers and supervisors have a key role to play in developing and promoting good corporate practice and minimising the effects on the company of inappropriate use of alcohol and drugs by staff.

However it is line managers and supervisors, who may well use alcohol or drugs themselves, who are required to take action when someone they manage uses substances in a way that impacts on their ability to do their job. Unfortunately, guidance for managers on how to act in these circumstances is often inadequate, incomplete or missing altogether, and many companies do not possess the tools to enable managers to deal with substance use at a corporate level.

The aim of the MEPMIS Project is to develop a training resource (web based, & face to face for trainers and managers in small and medium sized enterprises (SMEs) that will equip them with the appropriate skills and sufficient knowledge and understanding to enable them to deal both proactively and reactively with the issue of substances and their impact on work / employment.

The project has four objectives.

to identify the learning and skill needs of line managers in European SMEs in terms of addressing substances use, work and employment
to use the experience gained in two UK training projects to develop a training resource
to identify and incorporate innovative experience from the UK, Hungary, Ireland, Italy, the Netherlands and Poland into the resource
to develop the resource to publishable condition – including textual development, piloting, evaluation, publication, launch and dissemination

The partnership: The agencies involved in the project all have extensive experience in the development and implementation of workplace programmes which are designed to improve the health, wellbeing and performance of employees. The partners include a university, a research agency, a web design and IT company and three consultancies, all of whom specialise in organisational and employee performance.

The outcomes: The project will deliver three main outcomes. These will be:

the creation of a dedicated website which will provide an e-learning platform
the presence in each of the partner countries of expertise and capacity to develop and provide ‘face to face’ training courses
resources on the subject of substances and work which can be used by line managers and supervisors in SMEs and larger companies as well.

If you are interested in the training resources that have been developed as part of the MEPMIS project please contact work2health for more details.

Home

Georgia Magouli — Tue, 23 Mar 2010 16:37:00 GMT

Welcome to the Mepmis website

The aim of the MEPMIS Project is to develop a training resource (web based, & face to face) for trainers and managers in small and medium sized enterprises (SMEs) that will equip them with the appropriate skills and sufficient knowledge and understanding to enable them to deal both proactively and reactively with the issue of substances and their impact on work / employment.

If you are interested in the training resources that have been developed as part of the MEPMIS project please contact work2health for more details

MEP MIS

European Network for Workplace Health promotion (ENWHP) launches return to work guidelines

New EU study on alcohol and drugs at work

UK charity urges government to act on workplace drinking

Two-thirds of London employees will let alcohol affect their work this Christmas

Peer pressure forces employees to take drugs at work

How much do you know

The company

A model policy

Policy Guidelines

UK longer drinking hours ‘drive up workplace absence’

Alcohol Awareness Week 2011

Készül az új Nemzeti Drogstratégia

Welsh consultancy provides answers to dealing with employees on drink and drugs

Successes and failures of health policy in Europe

Hungarian Version of the MEPMIS Postcard and Bookmark

MEPMIS Newsletter Dissemination Article

FAQ's

My organisation does not have an alcohol and drug policy and I’ve noticed one of my team, coming into work smelling of alcohol and looking bleary eyed on more than one occasion. What do I do?

The Health and Safety Manager in my company has said he wants to introduce alcohol and drug testing for safety related jobs. Are there any drawbacks to testing?

My organisation has introduced an alcohol and drug testing programme, that includes random testing. One of the members of my team has just had a positive test for cannabis. Do I dismiss him?

We introduced alcohol and drug testing a year ago. One of the members of the team has refused to sign a form agreeing to testing. What shall I do?

A small amount of an illegal substance was found in the locker of one of our employees. What do I do with it?

We have been supporting one of our employees with an alcohol problem. He has been receiving treatment and is now back in work. However, he has left the programme he was following and has suffered a relapse. Should we sack him now?

One of my team members was drunk at work and was shouting and yelling at two of his colleagues, who have made a complaint to me about his behaviour. Do I need to take this complaint seriously?

We are taking our staff out for a Christmas celebration. The function is after working hours and will include alcohol. We are providing one drink and then a bar is available for further drinks. Someone has asked me if we are providing transport to and from the function. Do we need to?

One of our employees has just informed me that he has been found guilty of drink driving and has lost his driver’s license for a year. He needs to drive for his job. Can I sack him?

Feedback - E Learning Evaluation

We look forward to your feedback, so that we can further improve the MEPMIS E Learning course. In order to undertake the evaluation questionnaire, please click on the button below.

MEPMIS face-to-face training course slides

MEPMIS Training Resource Pack

Module 5 - Discipline and support

Situation Analysis 3 – Your organisation and it's alcohol and drug policy

Situation Analysis 4 - Your organisation and alcohol and drug testing

FAQ's

Module 7 - Putting theory into practice and answering your questions

The situation as it arises

Module 4 - The problem unfolds

Instructions for Trainees

How long will it take me to complete the E Learning Course?

Does the MEPMIS E Learning Cource provide any certifications ?

How can I monitor my progress ?

How do I get started?

What are the Situation Analysis Quizes ?

Have questions?

Other Useful Links

Endorsements and Testimonies

Module 6 - To test or not to test

E-Learning

Module 1 - Alcohol, drugs and work – the issues faced

Module 3 - Who is at risk?

Module 2 - Developing a good organisational approach

Partners

Contact

News

MEPMIS E Learning Membership

About us

Home

Welcome to the Mepmis website