Example 5-20 employees - Small Workplace Health Award Evidence and Action Plan

Nature of business: Organisation Name: xxx SWHA No:

Bronze:

Health & Safety

Musculoskeletal

1 x lifestyle topic

Silver: Complete Bronze level - plus

Engagement

Commitment

Managing Pressure and Stress

2 additional lifestyle topics

Gold: Complete Bronze and Silver level- plus

Business Outcomes

Environmental Awareness

Attendance Management

2 additional lifestyle topics

Lifestyle Topics:

Tobacco Nutrition Physical Activity Alcohol Drugs

No. Of employees: xxx Contact Name: Contact Address: Telephone: E-mail:

For official use only:

Date of Assessment: Level awarded: Workplace Health Advisor: Print Name Sign Assessor: Print Name Sign Description of organisation:

Comments / Feedback:

Organisation Summary Sheet

Award Level

Lifestyle Topics Date Award Achieved Assessor(s)

Bronze

Silver

Gold

BRONZE LEVEL

HEALTH AND SAFETY

Criteria Evidence Assessment (Official use only)

Develop a health & safety policy or statement

In consultation with staff, develop a health and safety policy/statement that addresses the key issues appropriate to the organisation.

Identify one member of staff that has overall responsibility for health and safety in the organisation

Access the HSE Basics for your business health and safety policy example

Health and Safety Policy produced and available to staff

X is responsible for health and safety in the organisation

Evidence – policy during visit. Person responsible available during visit

Consult with employees on health and safety matters

Ensure that there are regular updates on health and safety in team meetings / briefings

Consult with staff representatives when any new change / development occurs

Find out more about consulting with employees and find out the benefits

Health and safety updates take place regularly in team meetings

Supervisor is informed of any changes relevant to H&S –info is then passed in to staff at their next shift.

Evidence – discussion during visit. Print off or have minutes available electronically

Train employees on health and safety issues

Provide appropriate training for all staff on general health and safety awareness and specific issues to the organisation e.g. manual handling, COSHH regulations, etc

Find out more about provision of health and safety training from the HSE

All staff complete Health and Safety checklist as part of their induction.

Evidence – discussion during visit. Print off or have induction checklist available electronically

Provide drinking water Provided in kitchen

Evidence – on walkround during visit

Keep a written record of accidents to identify and assess risk areas

Ensure that an accident book (or suitable alternative) is set up on every site with persons responsible for it identified

Find a brief summary of accident record-keeping visit the HSE basics for business website

Accident book kept under the counter in the main reception – x responsible person.

Evidence – on walkround during visit

Display information about workplace risks and control measures

Designated section of notice boards / intranet on health and safety with appropriate information displayed

Health and Safety at work information displayed on noticeboard in building foyer.

Evidence – on walkround during visit

Undertake an assessment of workplace risks and put in place measures to control them

Identify key risks for the organisation and develop and action plan to address them. Put in place measures to control risks

Find a basic overview of risk assessment in the workplace from the health and safety made simple web pages

Risk assessments undertaken and reviewed annually

Evidence – discussion during visit. Print off main ones or have risk assessments available electronically

Have employees liability insurance in place

Ensure that appropriate insurance has been obtained

For more information about employees liability insurance and how to get it visit

Public Liability Insurance in place and in date

Evidence – on walkround during visit

MUSCULOSKELETAL DISORDERS

Criteria Evidence Assessment (Official use only)

Identify the risks associated with MSDs in your organisation and examine how these can be made safer

Assess the risk to employees from working practices looking at things such as posture, excessive lifting, pushing and pulling, etc

Provide lifting and handling equipment where reasonably practical

You may find some of the information below helpful;

A brief guide to manual handling at work

Display screen equipment workstation checklist

HSE musculoskeletal disorders home page

No pushing and pulling required of staff. Some lifting when deliveries arrive –briefing given regarding this, staff advised to lift manageable amounts using correct lifting technique etc.

Staff rotate work to ensure not undertaken by just one person

Evidence – discussion during visit. Print off manual handling/DSE assessments or have risk assessments available electronically

Involve employees in assessing and managing the risks

Consult with staff on the risks associated with MSDs in their jobs

Provide manual handling training to staff where appropriate

MSD’s discussed in team meeting –advised staff to take necessary precautions in store room, when taking receipt of deliveries

Manual Handling training to be provided by trainer–MH briefing given to all in team meeting

Evidence – team minutes available , training records available

Inform staff about how to manage back pain

Provide information to staff on the prevention of MSDs

Give information to people suffering from back pain highlighting the importance of staying active

Implement one awareness raising activity that is available to all staff on the prevention of MSDs including the importance of lifting and handling in the correct manner

Find out more information from Welsh Backs

To order copies of the Back Book contact Public Health Wales

Leaflets and info on prevention of MSD’s provided in resource box and on noticeboard. All staff made aware during team meeting

The Back Book and Back Pain? Leaflets available to all staff –none reporting back pain at present

Briefing given at team meeting on importance of good manual handling. Handout given to all staff present.

Evidence – team minutes available , training records, leaflets , handouts available

For more information on managing musculoskeletal disorders use the Working joints and muscles toolkit from Business in the Community

Find out more about exercise for a better back from BackCare

Ensure that a return to work is managed appropriately and adjustments to the work is made if and when appropriate

Make reasonable adjustments to a job to enable an individual to return to work at an early opportunity. This could mean altering a task, equipment or workload

Manage the return to work as a staged process e.g. working reduced hours, partial home working etc

Where an individual cannot continue in their existing job consider offering alternative employment if practicable

Example of what a return to work policy might contain

Steps for managing sickness absence and return to work

Guidance on managing sickness absence and return to work in small businesses

Contact the Health at Work Advice Line for free advice on occupational health and return to work issues.

Return to work form completed after all periods of sickness –separate form used where reasonable adjustments are required.

Health at Work adviceline poster displayed and service outline undertaken at recent team meeting

Evidence –return to work forms team minutes and poster available

SILVER LEVEL

COMMITMENT

Criteria Evidence Assessment (Official use only)

Staff health and wellbeing is a regular item in discussions between senior managers / owners

Formal or informal notes or records of meetings showing that staff and health and wellbeing has been discussed

For more information on the importance of senior management leadership have a look at leading health and safety at work

We have monthly staff meetings in which we discuss health and welling being and this is then documented in the minutes from each meeting

Evidence –staff meeting minutes

Establish a small working group to implement the action plan

Membership of the working group should include staff representative, health and safety representative and one or more of the following: human resources, and manager / supervisor

Records of the work of the group are available

Working group to have met on four or more occasions prior to accreditation

Supervisors have regular discussions to see if there is anything that we could implement to improve the health and wellbeing of the staff.

Evidence as above

Creation of an open culture in which staff feel able to contribute to discussions and debates on organisation practice that impacts on their health and wellbeing

Feedback from all staff indicates that this is the case

All staff is encouraged to speak to managers – open door policy if they feel there is something that is wrong or if they have an idea to improve things. They can also express their views at the staff meetings and discuss it with all staff.

Evidence –on discussion with staff during visit

Training

Details of training undertaken by staff

All staff are trained in healthy and safety, food hygiene, manual handling.

Evidence – training records

ENGAGEMENT

Criteria Evidence Assessment (Official use only)

Ensure all staff can receive and provide information

Arrangements are in place to encourage employees to give and receive information

Relevant information is displayed on a notice board in the staff area. Senior staff have info and literature which can be used during supervisions.

Evidence –staff meeting minutes

Engage employees in consultation

Staff representatives have an opportunity to discuss and comment on organisational changes and decisions with senior managers / owners

Find out more about why engaging with employees is so important from this ACAS booklet

All staff encouraged to discuss decision that affect the organisation and can do this at the monthly staff meetings or by using the open door policy and speaking to the mangers.

Evidence - on discussion with staff during visit

Measure staff satisfaction

Develop a method of gauging staff satisfaction e.g. by survey, formal or informal group discussion, etc

Action is taken on the feedback received from the above

Staff have regular supervisions and appraisals in which they can discuss anything they want, this then allows managers and deputy managers to deal with any concerns or praise that staff have received

Evidence - on discussion with staff during visit. Appraisal/supervision paperwork available

Ensure that employees understand and are part of ‘the bigger picture’ of the organisation

Staff receive updates on the current position of the organisation

Staff are able to comment on the above to senior managers / owners

Staff kept up to date with everything in the Monday morning meetings, also the monthly staff meetings. We have a open door policy so staff are encouraged to speak to managers and deputy managers

Evidence - meeting minutes printed off or available electronically

Encourage employee representatives to be involved in the health and wellbeing process

Staff are encouraged to take part in health and wellbeing activities

Staff are encouraged to take responsibility for some health and wellbeing activities

Find out more about the benefits of involving staff in health and wellbeing activities

All staff encouraged to join the process whether it’s by trying new foods, joining the exercise group or just cutting down on certain food groups, and taking notice of the posters and leaflets that are on offer to them.

Evidence - on discussion with staff during visit

MANAGING PRESSURE AND STRESS

Criteria Evidence Assessment (Official use only)

Ensure that staff have an opportunity to comment on their job demands, job role and training needs

A mechanism is in place to allow staff to discuss with their manager / employer issues related to their job. This can be done formally e.g. a performance review system or informally e.g. regular discussions with their manager / supervisor

Find out more about how to manage stress

All staff have regular supervisions, they can also ask for one if there is something they need to talk about or are concerned with. We also have appraisals for all staff.

Evidence - Appraisal/supervision paperwork available

Identify the risks associated with the job that might impact upon an employee’s wellbeing

Ensure there is the facility in place to assess the risks associated with an individual’s job role e.g. a risk assessment process

In consultation with the employee an action plan is developed to address identified areas from the above

Ensure the assessment is regularly reviewed e.g. annually

Find out more about the stress risk assessment process

Use the HSE Management Standards to help identify what factors to include in risk assessments

All relevant hazards have risk assessments in place these are up dated regularly. If hazard arises it is brought to managers attention and steps are then taken to rectify the problem.

Pregnancy risk assessments are carried out when needed and are reviewed every 4 weeks.

Evidence – discussion during visit. Print off or have risk assessments available electronically

Create a culture that does not tolerate inappropriate behaviour among all employees

Develop a statement / guidelines showing the organisation’s commitment to having a culture

We have policies which cover harassment, bullying and inappropriate behaviour, these are discussed when a new member of staff joins and is available at all times in the office. We have a zero tolerance policy for harassment and staff are encouraged to

that promotes positive behaviour among all staff and does not tolerate inappropriate behaviour e.g. bullying and harassment

Ensure the above is commutated to all staff

Provide managers with the knowledge of how to deal with any situation that may arise

Find out more about developing positive mental health living at work with this workplace toolkit

You can access online training/awareness modules for managers and team leaders about managing emotional wellbeing

You can access an example framework for line managers behaviour to help manage stress at work

discuss any issues that arise as soon as possible, senior staff deal with issues following strict guidelines set out in the policies and procedures.

Evidence – discussion during visit. Print off or have policy available electronically

Provide employees access to support mechanisms when appropriate

Where possible, allow staff flexibility in their work patterns when experiencing personal difficulties

Consider offering access to support e.g. their family doctor, counselling, Human Resources specialist etc., if and when appropriate

Find out more about grant funding for practical support for employees with a disability, health, or mental health condition from Access to Work

Find out more about support available from section 6 on resources and information in this toolkit.

Staff are encouraged to talk to managers if they are having difficulties and if they cant help they can access the health and well being box which has lots of information. Staff are given time off if they need to attend a doctors, hospital appointment etc

Wellbeing through work service offered to staff

Evidence – discussion during visit.

Provision of information regarding the prevention of stress and the promotion of wellbeing

Leaflets, booklets / posters made available to staff giving them information on how to better manage stressful situations

Provide one awareness raising activity on the management of stress and the promotion of wellbeing

Help get some ideas for awareness raising events from the mental health for workplace toolkit.

Contact the Health at Work Advice Line for free advice on occupational health and return to work issues.

All staff have access to the health and wellbeing box which has leaflets, telephone numbers and websites of all the useful contact details. We are also going to be having Mindfulness’ training in march.

We also take part in team building days which include person centred planning for the staff.

Evidence – discussion during visit. Team building day evidence

GOLD LEVEL

BUSINESS OUTCOMES

Criteria Evidence Assessment (Official use only)

Monitor participation in organisation supported healthy lifestyle projects such as physical activity, healthy eating and smoking cessation

A simple questionnaire is developed and used to gauge staff involvement in organisation supported activities or discussions with staff

Last three events have been followed by brief questionnaire and feedback has helped to plan an improve future events

Evidence – questionnaire examples

Have in place a mechanism for recording sickness absence and identifying any trends

Records of sickness absence kept

Analysis of sickness absence levels and reasons for absence

Description of appropriate action taken to address identified trends

Find out more about managing sickness absence and preventing it becoming job loss

Staff absence due to sickness is recorded and managed by management. Line manager identifies trends with individual staff and addressed through robust supervision process. Very low levels of sickness absence. Procedure for sickness absence – notify line manager/email is circulated.

Evidence –policy and emails

Have in place a way of identifying the reasons that staff give for leaving the organisation

A record of the reasons why staff are leaving the organisation that is used to identify any health and wellbeing related issues that are causing the staff to leave

Exit Interview carried out upon leaving and issues recorded. Analysed by management to identify any trends.

Evidence –example interview

ENVIRONMENTAL AWARENESS

Criteria Evidence Assessment (Official use only)

With your staff, jointly develop realistic key objectives for improving environmental awareness and activity in the organisation

A working document / action plan clearly specifying your aims and timescales for improvements in environmental performance. This should be jointly developed between staff and management

Green Dragon environmental standard guidance on writing an environmental policy

Find out more about making your supply chain greener from the Environment Agency

Obtained Green Dragon Award at Level 1 achieved. Green Dragon Action Plan - working on current action plan.

Evidence –action plan and emails

Hold regular progress reviews in working towards your targets

Frequently monitor and report on your progress against the aims and targets you set for environmental performance

Staff meeting notes Action plan review

Evidence –action plan and emails

Encourage car sharing, cycling to work, and use of public transport

Consider whether all work journeys are necessary and encourage use of public transport

Promote cycling to and from work and car sharing schemes

Find out more about the support Sustrans can provide to workplaces about active travel schemes and also, contact a travel plan coordinator from Traveline Cymru to help you develop your sustainable travel plan.

Promote local and national cycling and walking routes

Car sharing actively promoted for meetings, events etc. Reduction in travel outside of area Public transport encouraged.

Evidence –policy and emails

Monitor electricity usage

Implement informal ‘turn off’ policies e.g. printers,

Posters in office

photocopiers, computer monitors, lights

Turn down heating, air conditioning etc especially in corridors and storerooms

Replace spent light bulbs with energy saving ones

Find out more helpful ideas to make improve your organisations’ sustainability at Help Wales reduce its carbon footprint

Regular reminders by management Air conditioning only to be used when all windows and doors closed. Controllable system in situ New building so energy saving bulbs in place

Evidence –on discussion and walkround

Reduce, reuse and recycle your office waste

Encourage staff to reduce what they print and double side print where possible

Introduce a recycling scheme for all office waste

Use environmentally friendly cleaning products where applicable

Find out more about reusing and recycling waste at WRAP Cymru

Double sided printing. Electronic sending of docs Black & white default printing Blue bag scheme Significant investment made in replacing all products used with environmentally friendly versions.

Evidence –on discussion and walkround

ATTENDANCE MANAGEMENT

Criteria Evidence Assessment (Official use only)

Identify problem areas

Consult with employees to identify what issues may have an impact directly or indirectly on absence levels

Keep absence information to help identify causes and trends of sickness absence

Use the above information to identify and improve issues that could contribute to staff absence

Short guidance document on managing sickness absence in small businesses

Guidance for employers and line managers on the use of the fit note

Staff meetings with sessions on stress, work life balance, alcohol and drug awareness. Workload discussed at supervision with all employees. External peer support process in place.

Management surveillance, sick certification. Analysed by management to identify any issues.

Very low sickness levels due to proactive approach.

Evidence - policy

Consider the work environment

Consult with staff on the working environment

Identify where the workplace might be improved in order to make it a better place to work e.g. identify and remove any safety hazards, provide fresh drinking water, introduce plants and greenery

Consulted via staff survey. 95% recorded working environment satisfactory.

Risk assessment carried out with removal of safety hazards. Staff encouraged to personalise their workspace. Chartered physiotherapist engaged to carry out work station adjustments and postural analysis. Regular H&S checks. Water and refreshments provided.

Evidence – staff survey available printed or electronically

Develop a consistent approach to managing absence

Develop an approach to managing absence that includes managers / supervisors interviewing staff on their return to work

Communicate this approach to all staff ensuring

Robust return to work process; line manager in regular contact throughout period of absence with a time line of contact recorded. Return to work interview and frequency of supervision altered to

that they can benefit from it as much as the organisation can

Ensure managers / supervisors are trained to deliver and carry out the procedures

Managers indicate that they participate in the process and that agreed actions are followed up

Find more information on support for managers for managing return to work following long term sickness

Contact the Health at Work Advice Line for free advice on occupational health and return to work issues.

meet needs.

Procedure manual on intranet

6 weekly team management meetings to discuss and refine procedures.

Evidence – staff manual and intranet available

Encourage more flexibility in working practices

Consider introducing flexible working patterns to enable staff to balance their work / life commitments. These might include home working, part time working, flexi time, annualised working hours, job sharing etc.

Consult with staff on flexible working if appropriate

Find out more about managing sickness absence and preventing it becoming job loss

Home working, part time working, flexi time, job sharing all available and remote access.

Flexible working practice in place.

Evidence – staff manual and intranet available

Lifestyles

TOBACCO

Criteria Evidence Assessment (Official use only)

Ensure it complies with the legislation – Smoke Free Premises etc. (Wales) Regulations, 2007

Signage displayed correctly

Smoking banned in all enclosed and substantially enclosed areas

Smoking banned in all organisation vehicles

For guidance on smoke-free legislation and signage visit Smoking Ban Wales

We have no smoking signs displayed throughout the centre. All staff are aware of the smoke free cars, they are all informed at interview and it is clearly stated in the centre polices.

Evidence – policy and discussion on walk round

Be involved with the No Smoking Day Campaign – a major annual event to promote smoking cessation

Active involvement in No Smoking Day through the display of posters and making available to staff smoking cessation materials.

Find out more information about smoking related campaigns:

No Smoking Day

World No Tobacco Day

Stoptober

Staff are encouraged to take part in the no smoking day campaign and smokers supported to stop if they want to. There are posters displayed for all to see. We also have information and leaflets available for staff to read in the staff health and wellbeing box.

Evidence – policy and discussion on walk round

Publicise the number of the Stop Smoking Wales service and make available to staff information on the benefits of smoking cessation

The Stop Smoking Wales telephone number (0800 085 2219) is displayed in the workplace

Find out more information on Stop Smoking Wales’ support services, including workplace based smoking cessation session

Other smoking cessation support services include;

Ash Wales, Stub and Quit

We have stop smoking wales posters displayed through out the building, these notices display the free phone number

Evidence – policy and discussion on walk round

HEALTHY EATING

Criteria Evidence Assessment (Official use only)

Provide staff with practical information on eating healthy and its benefits and participate in one activity per year to highlight / raise awareness of healthy eating

Notice boards

Posters

Leaflets

Web links to appropriate sites

If available, intranet site

Make staff aware of wellbeing clinics where appropriate

Taster sessions e.g. recipe swapping, smoothies

For good practice ideas visit healthy eating challenges, Change4Life Employers Guide, Working Well, or the Business in the Community healthy eating toolkit

Download or order posters of the Eatwell plate from the Food Standards Agency [link]

Health promotion leaflets which can be ordered for free from Public Health Wales, and find out what health campaigns are happening using this events calendar

Team raised money for the British Heart Foundation during a healthy coffee morning. Low fat cakes on offer aswell as fruit and water

Team were involved in rock up to work in red day.

Eat well poster on staff board.

Staff encouraged to bring in healthy meal choices when working.

Food smart recipes on staff board.

Healthy eating and snacking at work posters are displayed in staff room.

Evidence–discussion on walk round/photos available

Promote the safe preparation and storage of food that workers bring to work

Information on the importance of hand washing

Information on the safe storage of food

Leaflets, posters etc on hygienic preparation of food

Provision of refrigerator(s)

All staff have received food hygiene training and infection control training.

Personal protective equipment is provided.

Staff refrigerator is provided. Cleaned on rota basis

Evidence–training records , walkround on visit

Provide suitable and accessible facilities for breast feeding mothers when appropriate

Space that is private and not part of a toilet available for mothers to use with suitable refrigerated storage for expressed milk

Note: This is only required to be provided in circumstances when expressing of milk is needed

Room made available if necessary

Evidence – discussion during visit

Ensure that healthy choices are available at working lunches and business functions, these might include:

Unsweetened fruit juice and water

Sandwiches made with thick cut bread and small amounts of low fat spread with brown / whole grain bread options and which are salt free

Provision of fruits and vegetables as part of the meal

Availability of skimmed or semi-skimmed milk

All dietary needs are considered if food is made available ie snacks during team meeting or lunch on some training courses.

Skimmed/semi skimmed milk is provided for tea/coffee. Artificial sweetener as well as sugar is also provided.

Evidence – discussion during visit

If vending machines are present on site then ensure that healthy choices are available

Low calorie drinks and water

Unsalted nuts and dried fruits

Cereal bars

Guidance on healthy vending at work

N/A

PHYSICAL ACTIVITY

Criteria Evidence Assessment (Official use only)

Encourage staff to undertake physical activity

Provide information on how to increase physical activity both within and outside of the workplace e.g. leaflets, posters etc

Suggest ways of becoming more active within work e.g. ‘take the stairs’, park away from the premises or get off a bus one stop earlier, introduce walking meetings, walking at lunchtime, promote cycling / walking to and from work

Access funding opportunities to help introduce exercise activities

For good practice ideas visit getting active at work challenges, Change4Life Employers Guide, Working Well, Sustrans or Sport Wales

Health promotion leaflets which can be ordered for free from Public Health Wales

See noticeboard

Cyclescheme – introduced last month and rolled out to 3 staff

Evidence – discussion during visit, noticeboard during walkround

Promote the health benefits that can be gained through increased physical activity

Provide information on the health benefits of physical activity e.g. web links to British Heart Foundation site

Find out more information on health benefits from the British Heart Foundation, NHS Direct Wales and the NHS Live Well website

See noticeboard and resource box

Physical activity also promoted in team meetings

The organisation has just acquired an allotment –this will be accessible to staff and volunteers. A gardening group has started in the last month

Evidence – discussion during visit, noticeboard during walkround

Hold one activity annually to highlight / raise awareness of physical activity

Encourage staff to take part in at least one event that supports exercise e.g. Race for Life, sports competitions among other organisations,

Staff consultation just taken place and steering group set up –reps are to discuss ideas in team meetings and event to be planned according to most popular idea. Walk up Pen-y-Fan planned for raising

corporate sponsorship for activities, aerobic classes for staff etc.

Find out what health campaigns are happening using this events calendar

money for charity elected by staff

Evidence – discussion during visit, noticeboard during walkround

ALCOHOL and WORK

Criteria Evidence Assessment (Official use only)

With your staff, jointly develop an approach to becoming alcohol free within work

Consult with staff representatives on an acceptable approach for the business taking into account health and safety needs.

Find out more about staff consultation and access sample drugs and alcohol policies from this Health, Work and Wellbeing guidance from ACAS

This topic has been discussed within the wellbeing group and highlighted in our open day. Staff have had opportunities to discuss with members of the team approaches to drink driving the morning after the night before which was part of our awareness activity.

Evidence – discussion during visit, team meeting minutes

Develop guidelines for managers to ensure a consistent approach

Decide on how the employer / manager / supervisor will manage an employee attending work in an intoxicated state or ignoring the rules on alcohol at work i.e. a disciplinary issue

Ensure managers / supervisors are briefed on how to implement the guidelines in a consistent manner

Ensure the guidelines are communicated to all staff including contractors / agency staff

Find out more in this guidance for managers regarding alcohol and drugs in the workplace

We have a clear policy regarding alcohol at work and how to manage this. The Manager publicises contact details of outside agencies to sign post onto for advice and support. All staff are aware of the policy and how we would manage this through induction, handbook and information available

Evidence – discussion during visit, policy available

Identify clear avenues of support for those who have been identified as using alcohol inappropriately

Develop an internal line of support for those who need help or advice on an alcohol issue. This may include the manager, human resources / welfare officer, occupational health specialist, counsellor etc.

Referral to an external agency where appropriate

Some external support can be available from;

The Manager has a list of support services and clearly promotes these on notice board and in policy

Evidence – discussion during visit, noticeboard during walkround

Drinkwise Wales

Alcohol Concern Cymru

Change4Life Cymru

Alcoholics anonymous

Dan 24/7

Promote responsible drinking

Raise awareness of responsible drinking limits to all staff.

You may find the following resources helpful

Drink wise Wales

Change4Life Cymru

NHS Live Well

Unit calculators were given to all staff and awareness raised regarding what constitutes one unit of alcohol especially with generous portions

whilst at home.

Evidence – discussion during visit,

Raise awareness of the impact of drinking on employee wellbeing

Implement one awareness raising activity on the potential dangers of alcohol abuse

You may find this alcohol awareness toolkit helpful in planning awareness raising events

Health promotion leaflets which can be ordered for free from Public Health Wales, and find out what health campaigns are happening using this events calendar

We had an event during our open day which raised awareness about drink driving over the festive period where people get caught out the morning after the night before. A community support officer came in and gave a talk to some members of the team and brought some literature and bottle tops that can be put on the top of your bottle to prevent being spiked. Information and advice were available to the team before the event, during and after. Resources remain available in the staff room

Evidence – discussion during visit

DRUGS and WORK

Criteria Evidence Assessment (Official use only)

With your staff, jointly develop an approach to prevent the use of drugs before and during work

Clarify the organisation’s stance on taking drugs before and during work

Ensure that a distinction is made between illegal substances and prescription drugs

Consult with staff representatives on an acceptable approach for the business taking into account health and safety needs

Find out more about staff consultation and access sample drugs and alcohol policies from this Health, Work and Wellbeing guidance from ACAS

Policy in Staff Handbook. Illegal Drug free premises

Drug awareness workshop covered distinctions between illegal and prescription drugs.

Staff handbook outlines procedure; Employee would be safely transported from premises and would be supported to highlight issues and signposted to external support if required.

Evidence – discussion during visit, policy available

Develop guidelines for managers to ensure a consistent approach

Decide on how the employer will manage an employee attending work in an inappropriate state or ignoring the rules on the use of drugs at work i.e. a disciplinary issue

Ensure managers are briefed on how to implement the guidelines in a consistent manner

Ensure the guidelines are communicated to all staff including contractors / agency staff

Find out more in this guidance for managers regarding alcohol and drugs in the workplace

Policy guidelines; Employee would be safely transported from premises and would be supported to highlight issues and signposted to external support if required. Trained in procedure and meet 6 weekly to discuss procedural implementation and management issues Staff Handbook and HR manager responsible for communication to outside contractors.

Evidence –staff handbook and policy available

Raise awareness of the impact of taking drugs on an employee wellbeing

Implement one awareness raising activity on all types of drugs and their effects including the dangers associated with over-the-counter medicines and prescription drugs

Raise awareness of warning signs which may indicate the use of illegal substances in work

Robust supervision process in place with line manager.

External peer support available to all staff-trained counsellor and psychotherapist Member organisations from database.

Drug awareness workshop delivered by local drug agency covered prescription drugs and paracetemol aswell as illegal drugs

Literature circulated on intranet

Evidence –staff handbook and policy available, intranet, drug awareness workshop discussed