Heeps of Opinions...!

[Guest guest]

So with all the input it is clear that the general consensus is that this

is simply another duty that needs to be done..like it or not!

 

Just a matter of being helpful but ensuring everyone understands we are also

employees doing our job.

 

Good stuff and thanks.

 

P.

(No Not North Sea!)

From: mjriord@... <mjriord@...>

Subject: RE: Opinions

Cc:

Date: Wednesday, 10 August, 2011, 19:50

 

Guys,

As with a lot of these discussions everyone is right to an extent.

1. I don't like doing them (d & A) as it smacks of " Police Work " (similar to

)

2. I probably do more than most as the intetity that I work for insists on on

after every vehicle accident no matter what the issue or how small - cranes -

parked vechicles etc etc.................

3. I try to make the process as humane as possible and the word is out there

(unofficially) that if someone has over indulged that is better to come to the

clinic and have a " gastroenteritis day " than be sent for D & A for " reasonable

suspicion " (applies to all and not just Brits) . Of course if someone makes a

habit of it then thats a different kettle of fish.

4. Recently had an issue where an individual(company employee) developed a

severe alcohol issue ( 7- 8 bottles of spirit a week) with the usual issues

absenteeism, irratic behaviour etc. It was being ignored by fellw workers but

was going to end up in a situation that would lead to D & A screening and

dismissal. Management were engaged unofficially and the individual was invited

to take councelling and therefore the guy remained employed by the company. It

is sometimes better to take the bull by the horns and address the issue than to

let it slide if you thing there is a problem. There is of course always the risk

that as a " contractor " one might get " black balled " for bringing into the light

something people would prefer to ignore, fortunately in this case it did not

happen.

4. The other side of the coin is that if someone brazenly walks in to the clinic

for a medical induction and is 4 sheets to the wind and expects to get on a

chopper offshoe in an hour,and refuses to accept the afore mentioned " day " then

they bring it on themselves.

Safety of the individual and other work mates is paramount so I will never

ignore an individual in the workplace who is under the weather.I will offer the

opportunity to take a " sick day " but if it is refused it is just his (or her)

tough cheese.

So guys I guess it is about developing a style that is at the same time humane

while not contravening the company policy

Regards

Mike

RE: Opinions

I personally don't have a problem with D & amp;A testing. The company should have

a D & amp;A policy, which most likely should be covered withing the employment

contract. The policy is usually there for the protection of the remaining

workforce, do the test, pass the results to management. Medic involvement should

end there.I'd be a lot more uncomfortable letting someone I suspected of being

under the influence out onto a worksite where they could harm themselves or

worse still harm others by their actions whilst under the influence just because

the didn't have the will power to refuse that last pint.As someone rightly

pointed out, the employees know the score, the old adage commit the crime do the

time applies. I'm not adverse to a few beers myself but if I'm not fit for work

I don't turn in. Simples.----- Original Message -----From: & quot;Guy & quot;

>;guyser1975@...

[Guest guest]

Hello guys,

on the subject of alcohol and drugs testing ...... most people like a drink,

no-one likes a drunk ...... on average we spend just about 6 months a year

working offshore ....... this means that for approximately 183 days you can get

as drunk / intoxicated as you like when you're not at work ........ not a bad

deal really ........ if people want to take a chance or can't do without a drink

too many then they can be a liability not only to themselves but their

colleagues also. I have no hesitation doing (or giving) A & D Tests ........ if

you test positive then you know the consequences and have only yourself to

blame, not the Medic, not the management, but YOU !!

Fugro have a moderate tolerance to marajuana ....... test positive and you get a

slap on the wrist most of the time ......... however, under the influence

......... then pick up your passport and walk back down the gangway!

Jim

________________________________

From: peter mitchell <treetop_bay@...>

Sent: Wednesday, August 10, 2011 11:58 AM

Subject: Heeps of Opinions...!

 

So with all the input it is clear that the general consensus is that this

is simply another duty that needs to be done..like it or not!

 

Just a matter of being helpful but ensuring everyone understands we are also

employees doing our job.

 

Good stuff and thanks.

 

P.

(No Not North Sea!)

From: mjriord@... <mjriord@...>

Subject: RE: Opinions

Cc:

Date: Wednesday, 10 August, 2011, 19:50

 

Guys,

As with a lot of these discussions everyone is right to an extent.

1. I don't like doing them (d & A) as it smacks of " Police Work " (similar to

)

2. I probably do more than most as the intetity that I work for insists on on

after every vehicle accident no matter what the issue or how small - cranes -

parked vechicles etc etc.................

3. I try to make the process as humane as possible and the word is out there

(unofficially) that if someone has over indulged that is better to come to the

clinic and have a " gastroenteritis day " than be sent for D & A for " reasonable

suspicion " (applies to all and not just Brits) . Of course if someone makes a

habit of it then thats a different kettle of fish.

4. Recently had an issue where an individual(company employee) developed a

severe alcohol issue ( 7- 8 bottles of spirit a week) with the usual issues

absenteeism, irratic behaviour etc. It was being ignored by fellw workers but

was going to end up in a situation that would lead to D & A screening and

dismissal. Management were engaged unofficially and the individual was invited

to take councelling and therefore the guy remained employed by the company. It

is sometimes better to take the bull by the horns and address the issue than to

let it slide if you thing there is a problem. There is of course always the risk

that as a " contractor " one might get " black balled " for bringing into the light

something people would prefer to ignore, fortunately in this case it did not

happen.

4. The other side of the coin is that if someone brazenly walks in to the clinic

for a medical induction and is 4 sheets to the wind and expects to get on a

chopper offshoe in an hour,and refuses to accept the afore mentioned " day " then

they bring it on themselves.

Safety of the individual and other work mates is paramount so I will never

ignore an individual in the workplace who is under the weather.I will offer the

opportunity to take a " sick day " but if it is refused it is just his (or her)

tough cheese.

So guys I guess it is about developing a style that is at the same time humane

while not contravening the company policy

Regards

Mike

RE: Opinions

I personally don't have a problem with D & amp;A testing. The company should have

a D & amp;A policy, which most likely should be covered withing the employment

contract. The policy is usually there for the protection of the remaining

workforce, do the test, pass the results to management. Medic involvement should

end there.I'd be a lot more uncomfortable letting someone I suspected of being

under the influence out onto a worksite where they could harm themselves or

worse still harm others by their actions whilst under the influence just because

the didn't have the will power to refuse that last pint.As someone rightly

pointed out, the employees know the score, the old adage commit the crime do the

time applies. I'm not adverse to a few beers myself but if I'm not fit for work

I don't turn in. Simples.----- Original Message -----From: & quot;Guy & quot;

>;guyser1975@...