Alcohol and Drug problems may not immediately appear to head the list of significant risks to an organisation – however they may be the trigger for a major economic, accident- or safety-related event. It is often the accumulation of small factors and their interaction that results in a calamity.

There are three elements that should be the cornerstones of any corporate alcohol and drug strategy: Risk Management; a Taking Care Alcohol and Drug Policy; and Rehabilitation back into the workplace. There are also many legal traps to be aware of, particularly in relation to testing and disciplinary procedures.

In relation to risk management addiction is too often not considered a disability nor suitable for ill-health retirement, and yet for the medical profession addiction is increasingly considered an illness. The WHO, International Classification of Diseases (ICD 10), and DSM5 use the term dependency since 1975. To align with the Human Rights Act it may be important to consider using the term dependency as well as addiction.

Abuse often infers misconduct, and corporate alcohol and drug policies invariably focus on misconduct, but dependency may not necessarily be abuse if it is considered an illness. If dependency were considered a disability under The Human Rights Act it would provide some protection for an employee coming forward to declare a problem.

I also believe, under an alcohol and drug policy, alcohol needs to be considered separately from drugs; alcohol is a legal substance and drugs are invariably illegal substances and there may be legal and organisational responsibilities if the use of drugs at work is identified.

Furthermore, there needs to be a differentiation between intoxication at work and dependency, as dependency is not categorically linked to intoxication at work. The latter is classed as misconduct, whereas dependency should be considered as a possible performance issue affecting work. All the above have legal implications.

What is the value in developing a ‘caring approach’ to dependency? Employees should feel that management can be trusted to support them in their illness either via Occupational Health or by their own line manager and should feel safe to declare they have a dependency problem.  Confidentiality is paramount and it is important a procedure is in place where managers and Occupational Health can liaise to perform a work-place risk assessment on an individual. Risk assessing the employee’s work would identify tasks that should be restricted if these tasks are considered at risk of causing accidents, damage or economic or reputational impact to the individual and/or the organisation. If this approach is applied employees will feel safer in coming forward and a significant problem may be avoided.

Lastly, if the organisation, via Occupational Health, can provide a suitable rehabilitation programme for dependency that should lead to more employees coming forward and a confidential declaration of the problem would then trigger a formal risk assessment followed by a suitable rehabilitation programme within a caring environment.

Is providing treatment for an alcohol or drug dependent employee good for both the organisation and for the employee? I believe yes to both. Why? Because providing support for an employee with a dependency problem gives someone a chance to rehabilitate and return to being a productive employee. In my experience employees given this opportunity are invariably grateful for the support they have been given by both the organisation and their line manager and usually become loyal employees – if the treatment has been successful.

The process for rehabilitation back into work is important and should involve Occupational Health monitoring the treatment programme. At appropriate stages meetings should be held with the line manager to progress towards a phased return to work. This needs to be based on a risk-assessment protocol which will include regular reviews by Occupational Health and on-going therapeutic meetings such as AA.

Relapses do occur and if properly managed these can be incorporated as part of the therapeutic process. Two important rules that must be adhered to: the employee must not turn up for work intoxicated and must immediately disclose to their line manager and/or Occupational Health that they have relapsed. The employee will not therefore attend work with the potential for incurring the penalties for intoxication at work and any possibility of denial is removed by the declaration they have relapsed. If a relapse is addressed immediately in this way it can provide negative reinforcement to strengthen the rehabilitation process.

What dependency rehabilitation treatment works? Best of all is residential care because it cuts off the individual completely from the social and work environment triggers that were part of the problem. This invariably also involves removing the employee’s mobile phone! And it always provides the most successful outcome. Too often day care treatment does not address the many factors that are contributing to the dependency such as dual pathology, family or work-related issues. Too often detoxification is the first and only treatment – and as a result, relapses are, in my experience, much more likely to happen (and continue happening).

The value to the organisation in retaining a valued experienced employee without the costs of re-hiring and retraining is obvious. Employees will acknowledge and be fully aware of such a caring approach, recognise the implications of intoxication at work that could potentially drive them down the misconduct route. Lastly, and most importantly, colleagues are also more likely to be supportive and encourage an employee to go forward to discuss any problem with their line manager or Occupational Health.

ABOUT THE AUTHOR

Dr Michael McCann MB BCh MA DIH MD MFOM is a Member of the Faculty of Occupational Medicine, and received a Doctorate in Medicine for his work on alcohol problems in the workplace. His latest book, “Alcohol, Drugs and Employment”, is designed to be a reference book for health professionals as well as management and human resources to assist them in dealing with the often-challenging cases of substance abuse which they may be faced with.  Dr McCann will be speaking at iCAAD London 2019; Europe’s leading conference on Behavioural, mental and Emotional Health. https://www.icaad.com/icaad-london-2019

With the technology now available you no longer need to be working in your current office. You have many options including heading off to work in idyllic, sunny places. If you are feeling tempted to go and work from a faraway beach let’s look at what you’ll need to do this successfully.

Get the right Hardware

Switch your heavy laptop for a light version perhaps the Microsoft Surface Pro or Apple Macbook Air.  For something sturdier there’s the Dell Rugged Extreme range.

Remote working is likely to mean you’ll be accessing the Cloud at lot, and you may also have several programs running at the same time – so choosing something with a decent amount of RAM is important. Also, if you think you’re likely to have to work offline a lot, then a good-sized hard drive, or one that connects to an extra external hard drive is important.

Without plug sockets to hand you’ll need a powerbank. To help you choose the right one, here’re a few things to consider:

• How many devices do you want to be able to charge from the powerbank? Charging your phone once or twice will be possible from most, but if you’re looking to keep your laptop charged as well, you’ll need a larger capacity device.
• What devices are you charging? Powerbanks come with a variety of outlet sockets, but they’re not all the same.
• How strong are you? Some of the high capacity powerbanks weigh 1kg or more. That’s more than the weight of the Surface Pro and not far short of the 13inch Powerbook Pro
• Are you flying? Many airlines ban the really high capacity powerbanks, so err on the side of caution if you are a frequent flyer.

Connectivity

If your house is on the edge of the beach and the WiFi reaches the beach, then great. If not, you’ll need a 4G connection and be able to tether via your phone.

If you are sold on the beach being a Caribbean one, you will have to be prepared to work with fairly slow speeds. The Bahamas seems to have the fastest broadband speeds in the area, at about 9.95Mbps. If you’re happy with the Florida coastline instead, you can get much faster speeds, at 46.6Mbps. If you want to use 4G, here’s where you can choose your preferred beach.

If you are travelling for a short period, check the price of buying data locally and compare to UK prices.  If your mobile contract comes with a lot of data, check their roaming policies. Outside of the EU, most UK operators charge £5 per day to use your contract data.  That may be sufficient.

Don’t forget you will be backing up your data online, as well as accessing your apps and email. Ensure you take that into consideration when looking at how much data you need.

A security warning here. If the data on your laptop needs to be secured, be very careful about using local WiFi. It is a common practice for hackers to spoof WiFi connections in order to get access to your data.

VOIP or Mobile?

Running a business means talking to people; a lot of people. Staff, clients, suppliers, investors and prospects are just a few.  Depending on where most of your clients are, you need to think carefully about how you set up your phones. Your mobile is certainly not your best option, even if it is one of the easiest devices to take to the beach. If you decide on the Bahamas because of the broadband speeds, mobile calls back to the UK could cost over £2 a minute.

A VoIP-based solution with a softphone on your laptop and/or your smartphone handset may be the best solution. SIP trunk connections to other countries where you do a lot of business will mean you’re only ever making local calls, rather than calling at international rates. You can even keep a UK landline number – so clients never need to know you’re on the beach rather than at your UK desk. Just remember to check the daily weather forecast back home so you know what to say when someone says, ‘dreadful weather we’re having here – what’s it like in your neck of the woods?’

Teamwork and productivity

There are plenty of ways to communicate with a geographically diverse team and tools to help you continues to be developed.

Instant messaging tools, such as Slack, Hipchat or Google’s Hangout Chat are all free, or have free versions.  Video-conferencing could be useful depending on how good your internet connection turns out to be.  Skype Google’s Hangout, Zoom etc are all there to be used.

Project management will be key. Thankfully there are plenty of tools available. Basecamp is one to consider if your projects aren’t particularly complex. Trello that allows you to manage a number of different projects using a ‘boards’ system.  If you want to combine chat, meetings, collaborative working, file sharing and project management something like Microsoft Teams is worth exploring.

Securing your data

Working in remote locations, particularly if it is only for a short period of time, can increase security concerns. Devices being stolen can mean a major data security nightmare. Data breaches on devices that contain Personally Identifiable Information (PII) for EU citizens need to be reported to the information Commissioners Office (ICO) within 72 hours. You also have to tell the people affected!

Far better to secure your devices and be able to remotely wipe them, if necessary. Talk to your IT Manager or IT support company about Mobile Device Management (MDM), biometrics or two-factor authentication (2FA) before you go.

Good luck with everything if you decide to take the plunge.

ABOUT THE AUTHOR

Mike Ianiri is Director of independent telecoms brokerage Equinox. Mike works with companies, charities and other organisations to help them choose the right telecoms packages for their needs and thereby reduce their costs. He is particularly knowledgeable on the integration of IT and telecoms in business.  www.equinoxcomms.co.uk

Twitter: @CommsEquinox