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The dedicated resource for alcohol and drogrelated issues in the workplace - the basic Alna-idéa The motivation to work with these issues are that problems with misuse effect health, the environment and safety. In addition, problems associated with misuse cost employers a considerable amount of money and lead to human suffering. There are 5 good reasons for systematic preventive measures in workplaces. 1) Economy 2) Comfortable working environment 3) Safety 4) Quality and productivity 5) Laws Svenskt Näringsliv (Confederation of Swedish Enterprise), LO (Swedish Trade Union Federation), TCO (Swedish Confederation of Professional Employees), SACO (The Swedish Confederation of Professional Associations), Sveriges Kommuner och Landsting (The Swedish Association of Local Authorities and Regions), Arbetsgivarföreningen KFO, Idea and Arbetsgivarverket (Swedish Agency for Government Employers) collaborate within Alna on the national level in order to promote a better work environment and reduce alcohol and other drug abuse problems at work. Alna’s focus is upon the workplace and its guiding principle is that the workplace should be an alcohol and drug free zone. The purpose and tasks of Alna in Sweden:
Alna can offer their services to the majority of workplaces and companies in Sweden. Workplaces are given assistance with models for active prevention of alcohol and drug abuse, as well as with offering appropriate rehabilitation for employees with substance abuse problems. When the first Alna council started, emphasis was placed on supporting individuals with problems. Today, emphasizing that misuse is not primarily a question for experts, but for managers in cooperation with active union members. Alna activities at workplaces entail the employer and employees working together against the harmful effects of alcohol and other drugs, among else through establishing an alcohol and drug policy and an action plan that involves everyone at the workplace. Workplace as an arena for community prevention in Sweden Workplace is an importent arena for community prevention. In Sweden about 80% of the adults have a job. Among the employees you find targetgroups such as parents, women, young people between 20 and 30 years, this is also the group who drink the most. Alcohol consumption in Sweden is estimated to around 9 litres/year of absolute alcohol per inhabitant over 15 years (Sorad 2001). In Sweden alcohol beverages are only sold by a state-owned company. Sales are limited to persons who have reached the age of 20. Besides this people also drink illicitly distilled alcohol and alcohol imported when travelling. The total consumption is modest in Sweden compared to many other countries. Nevertheless, the damage caused by alcohol consumption is considered to be high. It is estimated that around 10-15 percent of the adult population have alcohol misuse or addiction problems. Moreover, many persons are addicted to psychopharmaceutical preparations and to illicit drugs. Of course, this situation affects the labour market, as most people with alcohol or drug problems have a job. Billions of Swedish crowns are lost each year from absenteeism, accidents and low productivity caused by alcohol and drugs. Absenteeism is two to three times higher for alcohol and drug users than for other employees. A study in Sweden in 1991 showed that 11 % of the employees who died in workrelated accidents had alcohol in their blood. In Sweden we also have a labour market legislation, which makes the employer responsible for eliminating problems within the work environment - including them resulting from alcohol consumption and drugtaking. The Work Environment Act is probably the most important law. Workplaces with at least 50 employees, for instance, must have a special safety committee, including employee and employer representatives. Its task is to plan and supervise occupational safety duties within the place of work. Employee representatives on the committee are elected by the local trade union. Activities at workplaces - the basic model Many companies take some kind of action against the misuse of alcohol and drugs. Most companies and public agencies deal with these problems, which usually sort under their regular personnel function, without having a specific alcohol or drug policy or programme. Employees with alcohol and drug problems will thus receive some form of assistence. In these cases the enterprise often receives help from the occupational health enterprises that usually provide such services. Many companies, however, particularly the large ones, have adopted a special written policy and launched programmes. The policy is usually conceived by the safety committes. As the committee consist of representatives of the employer and the local unions, the policy is automatically an agreement between the employer and the employees. The policies usually contain both preventative measures such as information and education, and help and support for those who need treatment or some other form of assistance. Most alna-members, primary the major workplaces, establish a special alna-group. This group consist of capable staff interested in these matters. At the same time they are representatives of either the employer or the local unions. The group has an overall responsibility for the actions taken against alcohol and drug problems. This means that the alna-group shall both propose and execute activities in order to fulfil the policy. Besides the alna-group, many companies elect contact persons. These persons have their ordinary job at different workplaces whithin the company and create an active human network. They shall have some knowledge of alcohol and drug matters, and are to be at help when a supervisor or any other employee needs advice. For employees with drinking or drug problems, Alna offers counseling by psychologist. The psychologist makes a judgement based on several meetings, talks and tests (both medical and forms). When it comes to treatment, the Alna- councils have a network of treatment-alternatives. In this way many employees participate in actions designed to combat alcohol and drugproblems at workplaces. Even if the majority of the engaged staff work parttime as non-professionals their engagement is an important asset in fighting alcohol and drug issues in everyday working life. This creates an exceptionally good situation when it comes to preventing problems from arising and helping employees as early as possible. These measures are then to be made more concrete in an annual plan of action. The action plan may include:
Alna is working on three levels: Primary prevention - through development of policies, plan of actions, education and councelling on alcohol- and other drug issues. Secondary prevention - creating competence and climate for early detection and intervention. Tertiary prevention - matching service and assess to adequate treatment measures. To conclude about Alna-work All workplaces should be free from alcohol and other drugs. Alcohol and drugconsumption is incompatible with safe and effective job performance. All measures taken to help an employee with alcohol- and other drug problems must aim at enabling him/her to retain their regular occupation. Överst på sidan |
 www.alna.se • info@alna.se |