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Foreign citizens involved in sale of drugs in Bishkek were detained. According to it, five citizens of Egypt were detained as part of a criminal case on the facts of kidnapping a foreigner, extorting money from him, possession and use of drugs, violation of migration laws. They bought hashish on Telegram and at the addresses provided by the group administrator collected stashes and sold them to foreign students. The main organizer of the drug trafficking channel was Egyptian citizen. He was placed in the pre-trial detention center No. Measures to identify other people involved in the distribution of drugs among young people via the Internet continue. Categories Search. Bishkek police detain drug dealers with 27 kilograms of marijuana. Illegal sale of potent drugs detected at Osh market in Bishkek. Kyrgyzstanis sentenced to prison terms in Mordovia for attempted drug dealing. Anesthesiologist steals 1, ampoules of psychotropic substances from clinic. Public foundation representative detained in Bishkek for sale of hashish. Hong Kong customs seizes methamphetamine in pallets with ceramics from KR. New passport control rules for foreigners to be introduced at Moscow airports. Woman with large quantity of potent drugs detained in Osh city. Almost half a kilo of hashish found in car at Sosnovka post. Foreigners detained for money laundering in Kyrgyzstan. Energy Minister tells about import of electricity by Kyrgyzstan. Ministry of Agriculture of Kyrgyzstan receives new special equipment. One of commercial banks in Kyrgyzstan fined , soms. Chinese company to build coal belt conveyor on Kyrgyzstan's border. News brief. Kyrgyzstan and Uzbekistan discuss border demarcation issues Kyrgyzstan and Uzbekistan discuss border demarcation is Almost 1. More than 40, Kyrgyzstanis live in Chicago's consular district. Kyrgyzstanis opened 1, successful companies in Chicago. Two residential areas to have no cold water on October Land plot of bus station returned to state in Talas.

Opioids in the Workplace

Osh buy cocaine

The use of drugs for non-medical reasons as cognitive enhancers is starting to spread and become normalised among students and certain groups of workers. In the context of increasingly competitive society and working environment the use of these performance-enhancing drugs is expected to grow in the future while the long-term consequences are still unknown. Employees obtain the drugs by another means such as buying them off someone who does have a prescription or off the internet. However, there are three main pharmaceutical drugs which are commonly associated with cognitive enhancing:. Ascertaining quantitative measures of prevalence of cognitive enhancers is difficult, particularly due to non-prescribed use and internet sales. However, there is evidence of specific groups using or abusing of performance-enhancing drugs in the context of employment and the workplace:. Military: modafinil is made available to combat personnel serving with various military forces under medical supervision and clearly defined circumstances. Transportation workers: long distance transport workers are associated with the use stimulants principally amphetamines to cope with long shifts. Shift Work Sleep Disorder is a diagnostic category in the USA with modafinil recognised as a medically approved treatment to promote alertness. Other groups of workers in high pressure, competitive or bullying work cultures, including city traders, academics and lawyers, are associated with the use of these drugs for a variety of reasons, e. The use of these substances is rising not only at universities but also at schools. Those students who have already used performance-enhancing drugs may be more likely to continue use as they move into graduate occupations. In general terms they have the potential to produce a degree of alertness or the ability to concentrate on a task e. The findings from a number of scientific studies do not seem to be in agreement with regard to the enhancing potential of these drugs in healthy individuals, nor do they agree on the side effects, for both short and long term usage, including their addictive potential. Causal effects of drugs have been tested within patients with health problems but there are no studies with healthy users. Performance-enhancing drugs are not predominantly used under prescription and medical advice so the doses used are not under medical supervision. Individual tolerance to the drugs usually increases over time, therefore posing the problem of employees taking increasing amounts, and the chances of adverse side-effects and addiction increase with higher doses. Although the focus of performance-enhancing drugs is on cognitive effects, they simultaneously have physical and emotional effects which should not be overlooked. Adverse side effects may pose a risk both to the organisation of work as well as to the employees concerned and the may be subject to important individual differences. Those effects can include:. Amphetamines: increased risk of heart problems, high blood pressure and stroke; tolerance and addiction; mental health problems; sudden discontinuation can produce withdrawal symptoms. Methylphenidate: similar risks to amphetamines but potentially less addictive; more adverse symptoms through long term use, especially psychotic disorders in children. Modafinil: skin reactions; cardiac events, high blood pressure and arrhythmias; psychotic disorders. Considered to pose a low risk of dependency in short term use but dependence for long term use has not been ruled out. In considering the effects of the drugs, it is important to note that research shows that although there may be improvements in the performance of some cognitive tasks, the performance of others may be degraded. In addition, overconfidence with abilities overestimated could be problematic in the context of decision making in critical situations. Overconfidence could also pose a problem in the context of teamwork, potentially undermining group cohesion and co-operation. Any effect of performance-enhancing drugs on mood, emotion or motivation has a potential to impact performance at work, including relationships with others and teamwork. A trade-off between increasing concentration or focus and a decrease in sociability would be useful when individuals work alone on a task but could be problematic in the context of teamwork. The general potential risks arising from the use of performance-enhancing drugs on workers and on work have been described above. However, the use of these drugs poses other occupational safety and health OSH problems in the workplace:. Existing OSH approaches tend to assume that drug use including alcohol is primarily a non-work activity and poses a problem for the workplace, linking any sort of drug use with poor work performance. But performance-enhancing drugs are used to cope with or to enhance work, sometimes with explicit or tacit approval or acceptance by an organisation. Thus, if existing workplace drug policy and procedure assume that drug use necessarily impairs performance, then this is not a useful basis to consider policy for substances that are at least intended to improve performance and safety even if this is not substantiated in practice. Furthermore, traditional approaches to drug use and the workplace tend to focus on the individual worker as drug ab user, defining them as a problem to be treated either through disciplinary procedure or through welfare programmes. This is a very partial approach which brackets off the work environment itself and the interaction between employee and their working conditions. Welfare or wellbeing schemes which only focus on the individual employee will be unable to adequately address cognitive enhancers use in the workplace. Existing research into substance abuse in the workplace links individual behaviours with employment characteristics. A preventive OSH approach to the issue should identify and adapt the working conditions that lead employees to use cognitive enhancers, e. Another issue for employers is how and whether to determine if workers are using performance-enhancing drugs in order to cope with work. In relation to drug testing, it is problematic and controversial. Attitudes to and practices around workplace drug testing vary between countries. Specific legislation exists only in Ireland, Finland and Norway. Elsewhere practices steer a course between the thorny issues of individual freedom compared to duty of care and a safe working environment; and employee consent balanced against a fundamental right to privacy. Thus drug tests cannot test for impairment or intoxication at the time of testing. There is also a significant problem of the false positive. All of these factors suggest that the discussion about Europe-wide random workplace drugs testing to deal with the increased use of performance-enhancing drugs, would in itself be inadequate to deal with the health and safety and other employment issues related to the use of these drugs in the workplace. The effect of performance-enhancing drugs on OSH and other managerial issues is complex. This is an evolving area, which suggests dynamic changes in the future. More work needs to be done to better understand the potential effects of performance enhancement drugs in the workplace. The amount of literature that continues to be generated on this is enormous, and the different views reflect the broad range of interested actors, including neuroscientists, ethicists, popular media, the biohacking community, and professional bodies representing various occupations. Thus there is a growing need for dialogue and the formulation of health and safety policy and practice that specifically addresses this area. Home Themes OSH in general Identifying new and emerging risks A review on the future of work: performance-enhancing drugs. A review on the future of work: performance-enhancing drugs. Further reading. This article is not available in other languages. Share this on:. Introduction The use of drugs for non-medical reasons as cognitive enhancers is starting to spread and become normalised among students and certain groups of workers. What are performance-enhancing drugs? However, there are three main pharmaceutical drugs which are commonly associated with cognitive enhancing: Amphetamines — stimulants used to treat ADHD or narcolepsy. They increase dopamine levels. Adderall trade name is a mixture of amphetamine salts. Other branded amphetamines in this category include Dexamed dexamfetamine sulphate , also branded in Europe as Attentin and Tentin. Methylphenidate - is a central nervous system stimulant used for treating ADHD and narcolepsy. It increases levels of the neurotransmitters dopamine and norepinephrine. Its exact action on the brain is not fully understood but it is known to interact with neurotransmitters such as dopamine and norepinephrine. Prevalence of current use Ascertaining quantitative measures of prevalence of cognitive enhancers is difficult, particularly due to non-prescribed use and internet sales. However, there is evidence of specific groups using or abusing of performance-enhancing drugs in the context of employment and the workplace: Military: modafinil is made available to combat personnel serving with various military forces under medical supervision and clearly defined circumstances. Those effects can include: Amphetamines: increased risk of heart problems, high blood pressure and stroke; tolerance and addiction; mental health problems; sudden discontinuation can produce withdrawal symptoms. Implications for occupational safety and health The general potential risks arising from the use of performance-enhancing drugs on workers and on work have been described above. However, the use of these drugs poses other occupational safety and health OSH problems in the workplace: Management efforts to increase productivity may lead to either direct coercion or indirect expectations — social pressure to conform - on employees to use drugs, given the inherent imbalance of power in the employment relationship and that it is just as likely that managers and senior professionals themselves could be users. Employee choice and discretion are thus seriously reduced, with consequences for employee motivation and commitment. The use of performance-enhancing drugs will give some employees an unfair advantage over others and may pose a risk of discrimination by employers against individuals who choose not to engage in such enhancement. In both cases there is a matter of individual adaptation as a means of coping with the demands of the workplace instead of the necessary adaptation of the work to the individual. The assumption that performance enhancement can be achieved by individuals taking enhancing drugs might lead to cultures where it is accepted that employees will work longer hours, take on more intensive work loads, be able to cope with working at a greater pace, etc. In the longer term this has consequences on the safety and health of workers e. At present there is not a distinct group of drugs which can be obtained and used for cognitive enhancing. Existing prescription drugs used off-label, some illicit drugs, and over-the-counter nutritional and other substances are used for these purposes. OSH responses need to take this diversity and lack of medical guidance into account. Concluding remarks The effect of performance-enhancing drugs on OSH and other managerial issues is complex. New drugs and uses for existing drugs are constantly being developed and trialled. Although at present, prescription is limited to medical therapy, either a change in attitude towards prescription for human enhancement purposes or the development of cognitive-enhancing drugs which are acknowledged to be safe and therefore can be sold over-the-counter for enhancement, would significantly increase the availability and acceptance of enhancement through drugs. Employment relations which lead to high-pressure, highly competitive workplaces, high-stress and low employee control workplaces, are likely to increase the perceived need and use of performance-enhancing drugs. Identifying new and emerging risks. Select theme. Biological agents Carcinogenic, mutagenic, reprotoxic CMR substances Chemical agents Dust and aerosols Endocrine Disrupting Chemicals Indoor air quality Irritants and allergens Nanomaterials Occupational exposure limit values Packaging and labeling Process-generated contaminants Risk management for dangerous substances Vulnerable groups. Anthropometry Cognitive ergonomics Ergonomic work design Ergonomics in office work Human errors Human machine interface Musculoskeletal disorders Physical ergonomics. Accidents and incidents Errors and violations Fire and explosion Machinery and work equipment Maintenance Road safety Slips, trips and falls Working on height Workplace transport. Discrimination Harassment Job satisfaction, engagement and performance Mental Health Psychosocial issues in specific sectors and groups Psychosocial risk factors Violence Work-life balance Work-related stress management. Health and well-being Health, screening and surveillance Occupational diseases Substance abuse. Karen Dale. Lancaster University. Brian Bloomfield. Related articles OSH in general. OSH in general.

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