alcohol & drug abuse - embu · alcohol and drug abuse and has enacted a legal and institutional...

UNIVERSITY OF EMBU

UNIVERSITY OF EMBUP.O. Box 6 - 60100, EMBU, KENYA

Tel: (+254-20) 2444136Website: www.embuni.ac.ke

TY OIS FR EE MVI BN UU

TY OIS FR EE MVI BN UU

Website: www.embuni.ac.ke

Alcohol & Drug Abuse

Prevention Policy

Alcohol & Drug Abuse Prevention Policy

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Policy Contact Office: Vice-Chancellor

ImplementationResponsibility: Chairperson, Alcohol & Drug Abuse Prevention Committee

Approved: ___________________ ______________ Vice-Chancellor Date

21/12/2016

ALCOHOL AND DRUG ABUSE PREVENTION POLICYALCOHOL AND DRUG ABUSE PREVENTION POLICY

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Name: UNIVERSITY OF EMBU

Title:

ALCOHOL & DRUG ABUSE PREVENTION

POLICY

Reference: UoEm/VC/ADAPP/003

Issue/Rev. 1/0

NOTES


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FUNDAMENTAL STATEMENTS

VISIONA dynamic epicenter of excellence in training and research for service

to humanity

MISSIONTo generate, advance and disseminate knowledge through training,

research and innovation for the development of humanity

PHILOSOPHYEnhancing human capacity for social development

CORE VALUESIntegrity

InnovativenessProfessionalismCustomer focus

Teamwork

NOTES

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Annex 1:

Mandate/Terms of Reference of the Alcohol and Drug Abuse Prevention Unit. The Alcohol and Drug Abuse Management Unit/Committee is charged with the overall responsibility for coordinating all matters relating to prevention and control of alcohol and drug abuse in the organization, including:

i. Coordination of implementation of prevention, early detection, and support activities

ii. Provision of a budget proposal on ADA to the management for approval

iii. Sensitization and awareness campaigns on danger of ADA among all employees.

iv. Coordination design and production of information, education and communication materials

v. Advising management on effective approaches in dealing with ADA concerns including discipline

vi. Lobbying for the development and periodic review of the ADA policies within the organization

vii. Drawing action plans, monitoring and evaluation and reporting back the progress to management and NACADA

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ADA PREVENTION COMMITTEE VISION AND MISSION

VISIONUniversity free of the negative effects of alcohol and drug abuse

MISSIONTo provide leadership on policy development, education, regulation, management, programme implementation and research coordination

on matters pertaining to drug and substance abuse in the University of Embu.

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FOREWORD

University of Embu is a drug-free institution of higher learning. The use of illegal drugs and alcohol is inconsistent

with the behaviour expected of employees and students. The use of illegal drugs and alcohol and misuse of Prescribed and Over the Counter Drugs subjects employees, students and visitors to unacceptable safety risks that undermine the institution’s ability to operate safely, effectively, and efficiently.

Alcohol and drug abuse (ADA) leads to crime, violence and corruption and drains human, financial and other resources that might otherwise be used for social and economic development. This results in the destruction of individuals, families and entire communities and undermines national economies. ADA in the workplace has the potential to negatively affect the health, safety, productivity and performance of employees and students which results in institution’s inabilities to achieve its goals.

It is therefore clear that ADA affects service delivery, hence it is imperative that UoEm employees and students are protected against it if high teaching standards and other UoEm mandates are to be realized and maintained.

In light of this, UoEm found it necessary to put in place a workplace policy that will present major frameworks that it will employ to manage challenges posed by alcohol and drug abuse within its environs.

REFERENCESDeLancey, M. M.; Harman, D. R.: International guide to workplace substance abuse prevention: A 16-country analysis of employers and employee rights and responsibilities regarding drug testing, treatment, and policy development, and overview of trends in drug and alcohol use, Washington, DC, Institute for a Drug-Free Workplace (1994).

Fauske, S.: Design, implementation and management of alcohol and drug programmes at the workplace (Geneva, ILO, 1992).

International Labour Organization, Management of Alcohol and Drug Related Issues in the Workplace (1996).

International Labour Organization: Conditions of Work Digest, Vol. 6, No. 1, “Alcohol and drugs” (Geneva, 1987).

NACADA Authority. 2007. Rapid situation assessment of drug and substance abuse in Kenya, 2007 Northern Ireland Campaign on Drugs and Alcohol, Guidelines on Developing and Implementing Workplace Drugs and Alcohol Policies (2004).

Osterberg, E.: “Current approaches to limit alcohol abuse and the negative consequences of use: A comparative overview of available options and an assessment of proven effectiveness”, pp. 266-299, in Norwegian Ministry of Health and Social Affairs: The negative social consequences of alcohol use (Oslo, Aug. 1990).

US Department on Health and Human Services, Developing a Drug Free Workplace Policy (2006).Victorian Work Cover Authority, Alcohol in the Workplace- Guidelines for Developing a Workplace-Alcohol Policy (2005).

Prof. Daniel Mugendi Njiru, Ph.DVICE-CHANCELLOR



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The development and implementation of this policy and mainstreaming of ADA issues in the UoEm’s strategic plans will ensure that the employees’ and students’ needs concerning ADA is taken care of, with the aim of empowering and improving members’ ability to handle all issues that may lead to ADA positively for increased productivity and enhanced service delivery.

VICE-CHANCELLOR

3.12 Monitoring and ReviewThe University of Embu will monitor the implementation of this Policy, analyse areas of strengths and weakness that need improvement for the welfare of its employees, students and other customers doing business with the Institution. The observations accrued will form the basis for Policy Review every five years starting with date of adoption, or as the need arises.



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EXECUTIVE SUMMARY

The University of Embu (UoEm) recognizes the threat posed by alcohol and drug abuse and has enacted a legal and institutional framework to control both licit and illicit drugs, and set up

structures to combat both the supply of and demand for drugs. The Alcohol and Drug Abuse Prevention Committee (ADAPC) is mandated by UoEm to facilitate, conduct, promote and coordinate management measures on alcohol and drug abuse through development of policy and programmes for UoEm. This policy is divided into several sections as guided by the NACADA Authority framework.

The introductory part gives a brief background on the status and effects/impacts of ADA followed by the objectives that give directional purpose of this policy. The policy then outlines the general remedial measures such as detection, corporate culture, handling of rehabilitated clientele, communication and the issue of medical insurance. The policy then brings to fore the restrictions on legal and prohibition of illegal drugs.

The methods of prevention highlighted include provision of relevant information, education and training programmes. The Policy then focuses on the manner of identification of ADA problems in the institution before exposing on the human resource management/student affairs issues and closing with the legal provisions on which the implementation of the policy will be anchored.

3.10.3 Assistance to workers/studentsThe University shall coordinate the assistance programmes for employees and students with alcohol and drug abuse problems such as the establishment of Employee Assistance Programmes (EAPs) or Student Assistance Programmes (SAPs). The EAPs/SAPs will be guided by the principle of confidentiality (in information sharing and records) as well as integration of family, University, colleagues and friends support. In addition, the EAPs/SAPs will include counselling, treatment and rehabilitation programmes which are adapted to the individual needs of the person concerned. Other roles of the ADA Prevention Unit/Committee are outlined in Annex 1.

3.10.4 Intervention and disciplinary proceduresEmployees and students who have problems with alcohol and drug abuse will be treated as persons suffering from a normal health problem. Therefore in such circumstances, the University, though having the authority to discipline, will recommend counselling, treatment and rehabilitation alternatives before consideration is given to imposition of disciplinary measures. However, the ADA Prevention Policy will have rules specifying the circumstances which would lead to disciplinary measures, including employee dismissal/discontinuation of studies, as a result of alcohol and drug abuse related problems.

3.11 Policy CommunicationThe University shall communicate this policy to the employees, students and external customers through ADAP Unit appointed to manage ADA prevention matters, whose mandate is outlined in Annex 1. The Policy will also be posted in the University Website and through creation of awareness through various forums organized by the University.



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TABLE OF CONTENTS

FUNDAMENTAL STATEMENTS iFOREWORD iiiEXECUTIVE SUMMARY vTABLE OF CONTENTS viABBREVIATIONS AND ACRONYMS viiiDEFINITION OF TERMS x

CHAPTER ONE: INTRODUCTION 11.1 Policy Statement 11.2 Purpose of the Policy 21.3 Scope 21.4 Policy Objectives 21.5 Legal and Policy Framework 3

CHAPTER TWO:POLICY PRINCIPLES AND PROVISIONS 4

CHAPTER THREE: POLICY IMPLEMENTATION 53.1 Detection of working/learning environment-related risks in relation to ADA 53.2 Corporate culture and practices 53.3 Job placement for rehabilitated employees/students 53.4 Suggestion boxes 53.5 Medical insurance 63.6 Information 63.7 Restrictions on Legal Drugs and Prohibition of Illegal Drugs in the University 6

3.7.1 Restrictions on alcohol 63.7.2 Payment in kind 63.7.3 Prohibition of illegal drugs and substances 7

3.9 Identification of Alcohol and Drug Abuse ProblemsThe University will adapt the following procedures in identifying cases of Substance Use Disorder (SUDs):a) Self-assessment by the worker/student, facilitated by information,

education and training programmes;b) Informal identification by colleagues, friends or family members.c) Formal identification by the University, which may involve testing.

However, testing of bodily samples for alcohol and drugs in the context of employment/learning involves moral, ethical and legal issues of fundamental importance, requiring a determination of when it is fair and appropriate to conduct such testing. Therefore, testing will be undertaken in accordance with the Kenyan laws and as prescribed in relevant regulations and practice.

3.10 Human Resource Management/Student Affairs Issues – Assistance, Treatment and Rehabilitation Programmes

3.10.1Dealing with workers/students who have an alcohol and drug abuse problem

Employees and students with alcohol or drug abuse related problems will not be discriminated against and will access healthcare services similar to workers/students with other health problems. Rehabilitated employees and students will be reintegrated into the normal working/learning system upon satisfactory adherence to requirements prescribed in the relevant University policies on staff and student management.

3.10.2 Job/enrolment security and promotionWorkers and students who seek treatment and rehabilitation for alcohol or drug abuse related problems will not be discriminated against by the University and will enjoy normal job/enrolment security and opportunity for career/academic development and advancement.



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3.7.4 Prohibition of advertisement of alcohol and drugs at the University 7

3.8 Prevention through Information, Education and Training Programs 73.9 Identification of Alcohol and Drug Abuse Problems 83.10 Human Resource Management/Student Affairs Issues – Assistance, Treatment and Rehabilitation Programs 8

3.10.1 Dealing with workers/students who have an alcohol and drug abuse problem 83.10.2 Job/enrollment security and promotion 83.10.3 Assistance to workers/students 93.10.4 Intervention and disciplinary procedures 9

3.11 Policy Communication 93.12 Monitoring and Review 9

REFERENCES 11

Annex 1: Mandate/Terms of Reference of the Alcohol andDrug Abuse Prevention Unit 12

3.7.3 Prohibition of illegal drugs and substancesThe University management will prohibit use of illegal drugs and substances by the employees and learners at the institution.

3.7.4 Prohibition of advertisement of alcohol and drugs at the University

The University will ensure that alcohol and drugs are not advertised in the Institution. Indirect advertisement through sponsorship of the University’s activities such as sports should also be expressly prohibited.

3.8 Prevention through Information, Education and Training Programmes

The University through the ADA policy, will provide:1) Information on effects of alcohol and drug abuse;2) Information about the work/learning environment in relation

to alcohol and drug abuse, measures to prevent such abuse from occurring and available services to assist the workers/students who may be abusing alcohol and drugs;

3) Training for institutional supervisors and managers on identification of individuals with alcohol and drug problems, establishment of Employee Assistance Programmes (EAPs), assessment of working/learning environment and identifying working/learning methods or conditions which would need be changed or improved to prevent, reduce or otherwise better manage alcohol and drug abuse related problems.

4) In collaboration with NACADA Authority, the University shall furnish all employees and students with information on accredited treatment and rehabilitation service providers in the Country.

5) The University will avail the policy to all employees including newly employed ones.



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ABBREVIATIONS AND ACRONYMS

ADA Alcohol and Drug AbuseADAPC Alcohol and Drug Abuse Prevention CommitteeNACADA The National Authority for the Campaign Against

Alcohol and Drug AbuseSUD Substance Use DisorderUoEm University of Embu

3.5 Medical insuranceThe University should encourage its employees and students to have an insurance cover to cater for treatment and rehabilitation following ADA in case the need for such services arise. The National Hospital Insurance Fund is a public medical scheme the employees and students can explore in seeking for treatment and rehabilitation services.

3.6 InformationThe University of Embu shall provide relevant information to its employees, students and external customers regarding the dangers of abusing alcohol and drugs.

3.7 Restrictions on Legal Drugs and Prohibition of Illegal Drugs in the University

3.7.1 Restrictions on alcoholThe University management in consultation with the employees/learners will prohibit unauthorized access and availability of alcohol through possession, consumption and sale of alcohol at the University of Embu, including the canteen, Cafeteria, dining and recreation areas at the University, save for legally allowed timelines (5.00 – 11.00 pm).

As part of corporate culture and practice, the employer, after consultation with employees/learners will ensure that alcohol is not an item for expense account reimbursement.

3.7.2 Payment in kindThe policy will prohibit the University from paying any wages in form of alcohol or drugs. In addition, the University will be prohibited from paying any wages or rewards by giving objects or material that in any way may trigger alcohol and drug cravings in persons in recovery.



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DEFINITION OF TERMS

Addiction: A chronic disorder which has genetic, psychosocial, and environmental dimensions and is characterized by the continued use of a substance despite its detrimental effects, impaired control over the use of a drug, and preoccupation with a drug’s use for non-therapeutic purposes.Alcoholism: Refers to a disease known as ‘Alcohol Dependence Syndrome’.Current Usage: Consumption of alcohol or drugs within the last 30 days.Drug Abuse: Refers to consumption of illegal drugs or unhealthy use of legal ones.Employees Assistance Programmes (EAPs): Are employee-benefit programmes offered by employers, within the framework of counselling, to assist employees in dealing with personal problems that might adversely impact their work.Health Effects: Consequences of alcohol and drug abuse on one’s health.Past Usage: Previous consumption of alcohol or drugs by an individual in their lifetimePolicy: A guide which establishes the parameters for decision making and action.Prevalence: A measure of the frequency of a condition at a particular point in time.Problem Drinkers: Current users of alcohol whose drinking patterns meet some defined criteria, such as experiencing negative consequences (e.g. conflict with family members) as well as exhibiting one or more symptoms of alcohol dependency.Treatment and Rehabilitation: Enabling a patient cease substance abuse in order to avoid the psychological, legal, financial, social and physical consequences which are associated with it especially with extreme abuse.

CHAPTER THREE: POLICY IMPLEMENTATION

The following are some of the remedial measures that the University will use to mitigate alcohol and drug abuse related effects through good employment/teaching practices:

3.1 Detection of working/learning environment-related risks in relation to ADA

In certain circumstances, some job/learning situations may contribute to alcohol and drug-related problems. In this connection, the employer/education managers in collaboration with the employees/students will identify and take appropriate preventive or remedial measures.

3.2 Corporate culture and practicesIn corporate responsibility, the employers/learners must formally discourage development of organizational culture that encourages or facilitates alcohol and drug abuse in the University.

3.3 Job placement for rehabilitated employees/studentsWhen an employee/student voluntarily discloses a previous history of alcohol or drug abuse-related problem to the University, the University shall, where reasonably practicable, avoid exposing the rehabilitated individual to a working/learning situation similar to that which, in the past, may have led to such problems.

3.4 Suggestion boxesThe University should avail suggestion boxes for employees/students to report colleagues who may need counseling, treatment and/or rehabilitation.



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CHAPTER ONE: INTRODUCTION

1.1 POLICY STATEMENTAlthough alcohol and drug abuse happens in the context of family and the wider society, University of Embu, through this policy, will offer a chance for early detection, intervention and psycho-social support for employees. This consequently benefits the employer, learner, family and the community at large. The policy will address issues of preventive education, referral for treatment and rehabilitation, psycho-social support, acquisition and dissemination of behaviour change materials, minimization of denial and stigma associated with alcohol and drug dependency, and customizing targets for prevention and control of alcohol and drug abuse to a specific area of the organization’s operations and risk levels. The target groups for these guidelines are the owners of businesses, employers, learners and managers, in both the public and the private sector directly linked with the University. However, the guidelines are recommendations which will be applied among all staff and students in the workplace/learning-place with equity and without discrimination.

1.2 PURPOSE OF THE POLICYThis policy is geared to serve the following purposes: to help increase worker/learner confidence and morale, reduces absenteeism and labour/student turnover, increases productivity and profits, increases competitiveness and reduces medical burden on the workforce/student community; to enable UoEm create awareness on the harmful effects of alcohol and drug abuse at the workplace/learning-place; to assist the University in managing cases arising from alcohol and drug abuse through early detection and intervention; to ensure knowledge and understanding of rules related to alcohol and drug abuse, as well as structures and procedures for dealing with alcohol and drug abuse cases; to enable the

CHAPTER TWO: POLICY PRINCIPLES AND PROVISIONS

An effective institutional policy for the University of Embu on alcohol and drug abuse includes the following principles:1. The definition of what constitutes alcohol, drug and substance

abuse in the organization and all other related issues will be used to set out clear objectives to promote the prevention, reduction and management of ADA in the University;

2. Measures to reduce alcohol and drug abuse-related problems in the University determines the minimum period in which abstinence would be maintained before reporting back;

3. Good employment and student admission practices, including equal opportunities for those currently affected and those who have been affected in the past will be used to outline working/learning conditions that will prevail in order that predatory factors contributing to alcohol and drug abuse problems are eliminated;

4. Measures developed to proscribe or control the access and availability of alcohol and drugs at the University will be used to prevent alcohol and drug-related problems in the University through education, information, training and early detection;

5. Procedures for dealing with alcohol and drug-related problems that include testing procedures and methods (early detection), assessment and referral of those who have alcohol or drug abuse related problems for medical attention and psychosocial support will be developed in line with professional and legal practice in Kenya;

6. Rules governing prescribed and proscribed conduct in the University relating to alcohol and drugs, including disciplinary procedures will apply in and outside the University premises while implementing or enforcing the policy.


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University to establish corporate culture and practices that prevent and pre-empt alcohol and drug abuse at the institution; and to enable the University to maintain a drug free, healthy and productive community.

1.3 SCOPEThis policy will be used by and within the University to help prevent abuse of alcohol and drugs by employees, learners and external customers doing business with the Institution.

1.4 POLICY OBJECTIVESIn a bid to ensure ADA free University, this policy will espouse the following objectives:a) To safeguard the health, welfare and safety of all workers through

programmes that promote a healthy lifestyle and provide assistance and support for those affected;

b) To provide for early detection and intervention including available treatment options as well as provide support systems which mitigate against alcohol and drug abuse;

c) To prescribe clear rules on expected conduct and consequences, in relation to alcohol and drug abuse;

d) To prevent accidents and occupational hazards related to alcohol and drug abuse in the workplace/learning-place through early detection, risk analysis and mitigation; and

e) To identify workplace/learning-place conditions which expose workers/learners to the risk of developing alcohol and drug related problems.

1.5 LEGAL AND POLICY FRAMEWORKThis Policy will be anchored, among other laws and regulations of Kenya, on the following legal provisions:1. Alcoholic Drinks Control Act, 20102. Alcoholic Drinks Control (Licensing) Regulations3. Pharmacy and Poison Act, 20124. Narcotic Drugs and Psychotropic Substances (Control) Act, 20145. Occupational Safety and Health Act, 20076. Food, Drugs and Chemical Substances Act, 2012

7. Guidelines for Implementing and Enforcing the Alcoholic Drinks Control Act, 2010

8. Guidelines for developing workplace alcohol and drug abuse policies

9. Drugs, Poisons and Controlled Substances Regulations, 200610. University of Embu Code of Conduct for Staff and Students

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