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In particular, the southern areas of the country were badly hit by this development. However, few indications existed that the highest political levels had been seriously affected by organized crime networks. In the parliamentary elections, drug control experts estimate that a handful of individuals connected to the drug trade in the southern areas gained immunity and influence by being elected to parliament. Among these were two persons accused of being leading drug kingpins of Southern Kyrgyzstan. As these individuals step in where the state is absent in rural communities and distribute welfare, build roads and mosques and provide electricity, they enjoy significant popularity among the local population — which, together with the intimidation of potential rivals explains their repeated election to parliament. At the lower level, there is widespread involvement of law enforcement agents in underreporting drug seizures or selling confiscated drugs, especially among the counter-narcotics forces of the Ministry of Interior. Field research indicates that most drug dens in the country are known to the law enforcement authorities, and that previously confiscated drugs are sold there. But at this lower level of the state authorities, the problem is mainly related to the dismal working conditions and compensation obtained by officials. Indeed, local officials bluntly argue it is immoral to ask them to fully invest in their job considering the extremely low salaries, the lack of backup and resources of all kinds including fuel for cars, and the dangers involved in this line of work. Indeed, both the Kyrgyz state and the international community have grossly disregarded the law enforcement agencies. As a result, as in other former Soviet states, they remain the most unreformed and corrupt institutions of the state. In the aftermath of the elections, 2, young people from the Alysh clubs were gathered and fed for 25 days, stormed state offices in Jalal-Abad and Osh, and later reached Bishkek. But they lacked substantial funds and a wider popularity among the southern clans. Furthermore, the lack of a clear structure within the opposition movement made it possible for criminal leaders to infiltrate the movement and provide financial support. The allegations against specific individuals are found in open sources, especially the Kyrgyz and Russian media. Clearly, given the nature of the process, direct evidence is difficult if not impossible to obtain. Lingering allegations have been voiced for a number of years against numerous figures, most regularly against Bayaman Erkinbayev, one of the richest and most influential men in Southern Kyrgyzstan whose control of martial arts clubs was crucial in the initial phases of the protests in southern Kyrgyzstan. As Erkinbayev is an announced presidential candidate, the need to address these allegations is apparent. While the allegations remain to be proven, they form part of a larger trend spreading deep into the state hierarchy. In recent months, several government appointments have created consternation. The general population is not interested in knowing the real background of their deputies, as long as they keep providing services. The present political chaos and vacuum of legitimate power in Kyrgyzstan, and the ongoing power struggles within the political elite, perfectly suit the legalized criminal figures, who have been quick to fill this vacuum. In fact, they have already started to remove their opponents. Whether Kyrgyzstan will be able to shake off the influence of criminal groups over politics or will turn into a narco-state is too early to tell. What is clear is that unless this problem appears on the radar screen of the international community, very little is likely to change. Silk Road Paper S. Frederick Starr, U. Analysis Svante E. Oped S. Oped Svante E. Book S. Frederick Starr and Svante E. Silk Road Paper Svante E. Cornell, S. For 15 years, the Analyst has brought cutting edge analysis of the region geared toward a practitioner audience. Published in Analytical Articles. In this context, the vague concept of corruption is unsatisfactory to understand the processes occurring. The term State Capture is more appropriate, used to describe attempts by organized forces, whether legal or illegal, to buy, control, or otherwise influence administrative decisions, legislative acts, decrees, court verdicts, or state policy in general. This term nevertheless does not differentiate between the types of interests that seek to influence state institutions. When organized crime infiltrates the state in order to influence or affect its decision-making mechanisms, the process is qualitatively different than ordinary state capture, amounting to a criminalization of the state. In recent years, the former communist states of Eurasia have been particularly badly affected by this phenomenon, to a great extent because of the particular pathologies within the Soviet administrative system. The crippling effect of drug addiction, crime and corruption on the functioning of the already weak states of Central Asia is increasing rapidly, and endangering societal and economic security as well as political stability. Yet the effect of drug trafficking is not limited to this. Through a mix of corruption and violence, organized crime figures and networks in these areas has grown to a position of influence such that they have sought a commanding influence, in fact a degree of control, over the decision-making structures in certain states. The worst hit have been weak states hit by protracted internal conflict, such as Afghanistan, Tajikistan, and Georgia until the Rose Revolution. The first two have seen a growing influence on their political systems by individuals and networks deeply involved in the Eurasian heroin industry. Read times. Visit also.

Substance Use in the Workplace

Osh where can I buy cocaine

Guidance for employers on developing a policy to manage risks to workplace health and safety associated with alcohol and other drug use. Employees unfit for work as a result of alcohol or other drug use put themselves and other people at the workplace at risk of harm. Co-workers may feel obliged to cover unsafe work practices or not report an affected employee due to loyalty or fear of consequence. This guide aims to help employers establish a workplace alcohol and other drugs policy, so that risks to workplace health and safety associated with the use of alcohol and other drugs can be reduced. Occupational health and safety OHS laws are designed to ensure the health and safety of employees and others in the workplace. The duty to provide and maintain a safe and healthy work environment and the duty to consult with employees extends to independent contractors engaged by an employer and any employees of the independent contractor. Employers must consult with employees and their health and safety representatives HSRs when doing certain things that affect or are likely to affect employees health and safety see section 35 1 of the OHS Act. These things include:. Employers and self-employed persons are also required to ensure that persons other than employees which includes the public are not exposed to risks to their health or safety arising from the undertaking of the employer or self- employed person see sections 23 and 24 of the OHS Act. In addition to general OHS Act duties, the Occupational Health and Safety Regulations OHS Regulations require mine operators to develop and implement strategies to protect persons at the mine from risks to their health and safety arising from the consumption of alcohol or use of other drugs by any person see regulation of the OHS Regulations. See further information about alcohol and other drugs in mines at the end of this guide. The OHS Act requires employees to take reasonable care for their own health and safety in the workplace, and the health and safety of others who may be affected by their acts or omissions see section 25 1 a and b of the OHS Act. This includes ensuring they are not, as a result of alcohol or other drugs, affected in a way that may put themselves or others at risk. The hazards and risks associated with the use of alcohol and other drugs in the workplace should be assessed in the same way as other occupational health and safety issues. Consultation should take place at every step of the risk management process in accordance with section 35 of the OHS Act. The likelihood of risk eventuating due to impairment from alcohol and other drug use will increase in workplaces that:. The likelihood of the use of alcohol and other drug use by employees may be increased by workplace factors including:. Problems associated with the use of alcohol and other drugs can occur in any workplace. However, the harmful use of alcohol and other drugs both during and outside of work hours is more common in some industries than others, pointing to environmental, cultural and workplace stressors as risk factors. Stressors at home and at work can contribute to the extent to which alcohol and other drugs are used. These may include:. Personal psychosocial factors that may impact on the extent of alcohol and other drug use may include:. Employers should identify stressors in the workplace setting including working conditions and aspects of the workplace culture that may contribute to or worsen potentially harmful alcohol and drug use. A constructive step for employers in addressing health and safety risks associated with the use of alcohol and other drugs is to formulate a policy, with supporting procedures, that addresses the specific circumstances of the workplace. See tips for setting out a workplace alcohol and other drugs policy below. The aims of any workplace alcohol and other drugs policy should be prevention, education, counselling and rehabilitation. The focus of the policy should be to eliminate or reduce the risks associated with the use of alcohol and other drugs in the workplace in a way that is consistent and fair to all employees. A workplace alcohol and other drugs policy should be developed in a collaborative manner between management, employees and their representatives or HSRs. When developing the policy, employers must share information, allow employees a reasonable opportunity to express their views about how the policy should operate, and take these views into account. The policy will be most successful if it has the commitment of management and support of the workplace. If employees are represented by a HSR, the HSR must be involved in the development of the policy with direct involvement of the employees they represent. Develop the policy through an open process that seeks input from employees, employee representatives, and HSRs if any , professional drug and alcohol support networks. Undertake a risk assessment to identify workplace factors that may impact on the use of alcohol and other drugs, and the nature of risk arising from the use of alcohol and other drugs by employees. The outcomes of the risk assessment will help shape the content of the policy. Adopt effective communication strategies to ensure regular feedback is provided to employees. This approach will give employees a sense of ownership of the policy, making it more likely to be accepted and followed at the workplace when it is introduced. Employers must provide the necessary information, instruction and training to employees to enable them to perform their work safely. Providing information on drug and alcohol use can help to ensure that all employees are aware of the issues associated with the use of alcohol and other drugs and how this may impact on health and safety in the workplace. In addition, employers should ensure that comprehensive information, instruction and training is provided to employees on the content and operation of an alcohol and other drugs policy. Once a policy is developed, it should be well communicated within the workplace and a suitable information and education program put in place to engage all employees. Effective ways to communicate the policy may include employee briefings, team meetings, posters on notice boards and emails to employees. Details of the policy should be included in induction materials and ongoing information, education and training provided to employees. It is important to have appropriate supporting procedures in place to ensure an effective alcohol and other drugs policy. Supporting procedures may address all or some of the following matters. If procedures are not clear, employees are unlikely to use them and uncertainty will almost certainly arise. The procedures should outline the designated persons who should approach employees who appear to be affected by alcohol or other drugs. Designated employees should be properly trained in the most effective style of approach, and be provided with clear information about the scope and nature of their responsibility under the procedure. Care needs to be taken when approaching an employee in case the employee is ill or injured, taking prescribed medication or in some other form of distress, which may account for their behaviour. The best approach to take when dealing with an employee whose work performance is suspected of being affected by alcohol or other drugs may differ depending on the nature of the workplace and the particular circumstances of the case. The procedure should address situations where initial contact produces a negative or hostile response. In these situations, the procedure should make clear who the matter can be escalated to. When approaching an affected employee it can be more effective and less confronting to talk in terms of their approach to safety and general work performance rather than their suspected alcohol or drug use. Procedures should include steps to remove an affected employee from the workplace that do not further endanger the employee or their co-workers. For example, procedures should ensure that there are steps in place to ensure that the employee is able to get home safely. Procedures should also outline steps for initiating police or ambulance intervention if the situation cannot be safely managed at the workplace level. Alternatively, a separate policy or set of procedures dealing with work sponsored functions may be developed. For instance, an email may be sent to employees the week before a work function reminding attendees about the organisations policy or procedures on consumption of alcohol at social functions. Employees should be encouraged to recognise poor and unsafe work performance, and encouraged to take steps to address the issues contributing to their behaviour. Employees can also choose to access the service of their own accord. EAPs provide a confidential service to assist employees to resolve personal issues which may affect their work performance and can add to the effectiveness of a workplace alcohol and other drugs policy. Workplaces that use an EAP may experience indirect benefits such as a reduction in accidents, sick leave and absenteeism. It is important to remember that a workplace alcohol and other drugs policy must deal directly with unsafe conditions, stressors and one-off situations and not rely solely upon an EAP. A workplace that is considering implementing an alcohol and drug testing program should consider the strengths and limitations, costs and potential unintended consequences. When considering the introduction of alcohol or drug testing, employers should ensure workplace policies and programs are appropriate to the level of risk by doing a risk assessment. Ultimately, testing is one of a variety of control measures that can be used and its applicability in the workplace should be carefully considered. This can include breathe tests, urine drug tests or saliva tests. Some workplaces may require testing as part of their alcohol and other drugs management plan and industrial agreements. If testing is being considered as a control measure, independent legal advice may be required. Employers may wish to consider the appointment of a Medical Review Officer MRO to assist with alcohol and other drug testing in their workplace. The use of MROs in workplace testing programs helps manage privacy and confidentiality issues as well as sample collection, results storage and legal challenges. MROs are registered medical practitioners who have knowledge and understanding of:. If testing is introduced, written procedures for testing and an implementation timetable should be communicated to employees. Employers should also ensure procedures are developed to address the employees return to work and any future testing obligations. Some industries and occupational groups are covered by specific legislation that regulates the use of alcohol and other drugs in the workplace. For example, the OHS Regulations require mine operators to introduce strategies to protect persons at the mine from risks to their health and safety associated with consumption of alcohol or use of other drugs by any person see regulation of the OHS Regulations. There is also public safety legislation in place in the transport industry covering specified aviation, rail, road and maritime employees that restricts the use of alcohol and other drugs in the workplace. Victoria has laws which govern how organisations may collect, use and disclose personal information. These laws include the:. Employers need to be aware of their obligations under these laws and all other relevant legislation. All information concerning an employee is strictly confidential and the OHS Act is also careful to protect the privacy of employees. An EAP is a confidential service designed to help employees address and resolve personal issues such as marital, legal and financial problems and the use of alcohol and other drugs. Establishing an EAP may not be appropriate for many small workplaces. Where an employer does not establish an EAP, they should investigate appropriate services to which employees can be referred. Organisations can establish in-house counselling services or refer employees to external counselling services provided by either private consultants or community based organisations. Smaller organisations wishing to establish an EAP often employ external counselling services. EAP counsellors should have skills in psychological assessment and referral. Clinical psychologists, psychiatrists and social workers are suitably qualified to be EAP counsellors. Employers can assist employees by displaying and distributing lists of EAP counsellors and their specialist areas. An employee does not have to accept an offer to see an EAP counsellor. Some employees may prefer to choose a counsellor of their choice from outside the organisation. The credibility of an EAP depends on a code of strict confidentiality. EAP counsellors may inform employers that an employee will be attending a counselling session between certain times, if the employee consents to this information being provided. No other information about what was discussed may be disclosed without the written permission of the employee. All employees should be made aware of the EAP and how to make use of its services. Posters are a useful reminder of the existence of the services of the EAP. All ongoing training courses such as supervisor skills courses, employee inductions and management development courses should include information about the EAP. The EAP may provide regular reports containing de-identified data to the employer outlining any work-related OHS matters that are identified by employees using the EAP, for example, unrealistic deadlines, excessive work load, which may be increasing the risk of harmful use of alcohol and other drugs by employees see list of stressors, at Overview of alcohol consumption and drug use. If an employee visits a counsellor during working hours they may wish to advise their supervisor that they are using the service but do not have to give the reason for the visit. If they use the service outside of working hours they do not have to tell anyone. Use the headings and tips below to formulate an alcohol and other drugs policy and procedures that are relevant to your workplace. Use the information contained in this guide to introduce and discuss the problem of the use of alcohol and other drugs in the workplace and the need to develop a policy statement for the organisation. State a management commitment to provision of a safe, healthy and productive workplace and a willingness to consult with employees and their representatives. Consider the stressors in the workplace that could contribute to the harmful use of alcohol and other drugs. Clearly state the aims and expected outcomes arising from the policy. The objectives of the policy should be clearly stated. For example, the policy should aim to:. Specify the name of the company, the branch, the physical location and the employees covered by the policy. Spell out the code of behaviour required by employees of all levels and work areas. This should include:. Some high risk duties or professions may need special requirements. Identify all safety critical positions and special requirements that apply. Specify employees who may require:. Specify the grounds for transfer, demotion or dismissal for breaches of the policy and the number of warnings employees will be given before discipline is imposed. The following list of key alcohol and other drugs information, education, counselling, medical and self-help services are available in Victoria. The Department of Health and Human Services website contains information about a range of alcohol and other drug policy issues. It also contains information about drug treatment services and guidelines. The Better Health Channel provides health and medical information on a wide range of health issues to help improve the health and wellbeing of Victorians and provides a wide range of information about the health effects of alcohol and other drugs. Drugs: Treatment and support for the effects of illegal drugs affecting physical and mental health. The Achievement Program health promoting framework assists workplaces to determine what policy, cultural and environmental changes are needed within their organisation to make it easier for employees to be healthy. Aligned to international best practice and government recognised, the Program provides practical state-wide support to all Victorian workplaces, providing organisations with the tools they need to develop a tailored approach and monitor their achievements. This includes best practice benchmarks, policy templates and other guidance on promoting responsible alcohol consumption. This service is provided by the Australian Drug Foundation to inform and support drug prevention in Victoria. This service functions as a drug prevention and harm minimisation network, providing easy access to information about alcohol and other drugs, drug prevention and harm minimisation. Professionals and members of the general community can use the service as their first port of call for information from local, national and international sources. This is a 24 hours, 7 days confidential alcohol and drug counselling and referral line run by Turning Point Alcohol and Drug Centre Inc. The Alcohol and Drug Foundation Workplace Services team have a suite of factsheets, programs and tools to assist organisations to prevent alcohol and other drug issues from arising at work, including:. Incolink provides support for members of the construction industry and provides information about services and support across Australia. NCETA is an internationally recognised research centre that works as a catalyst for change in the alcohol and other drugs field. They offer information and access to a wide range of Alcohol and other Drug resources and research. Adjust contrast. Home Alcohol and drugs. Guide for developing a workplace alcohol and other drugs policy. Share Email. On this page. Having a policy allows for a consistent approach and may result in reduced: injuries employee lateness inefficiency absenteeism lost time and production as a result of accidents, damage to plant, equipment and other property. Legal obligations Occupational health and safety OHS laws are designed to ensure the health and safety of employees and others in the workplace. These things include: identifying or assessing hazards or risks in the workplace, including those arising from the use of alcohol and other drugs making decisions about how to control risk to health or safety making decisions about procedures: for resolving health or safety issues at the workplace for monitoring the health and safety of employees, and workplace conditions for providing information and training to employees, including information and training on alcohol and other drugs proposing changes to the workplace, plant, substances or other things used in the workplace, or the conduct of the work performed at the workplace that may affect the health and safety of employees. Employee duties The OHS Act requires employees to take reasonable care for their own health and safety in the workplace, and the health and safety of others who may be affected by their acts or omissions see section 25 1 a and b of the OHS Act. The risk management process The hazards and risks associated with the use of alcohol and other drugs in the workplace should be assessed in the same way as other occupational health and safety issues. The risk management process involves: identifying hazards associated with alcohol and drug use in the workplace assessing the risk controlling the risks associated with the use of alcohol and other drugs reviewing the effectiveness of control measures to ensure they are working as planned and, when necessary, revising and improving existing controls. The likelihood of risk eventuating due to impairment from alcohol and other drug use will increase in workplaces that: operate high risk machinery, handle hazardous substances or dangerous goods are a high risk environment, for example, workplaces that involve working at heights. Overview of alcohol consumption and drug use Problems associated with the use of alcohol and other drugs can occur in any workplace. Personal psychosocial factors that may impact on the extent of alcohol and other drug use may include: marital or personal relationship problems grief and bereavement trauma or stress health issues or concerns gambling or financial problems dependency or addiction. Adverse effects associated with alcohol and drug use may be minimised where employers provide: a safe and healthy workplace well organised, adequately supervised work that employees find challenging and rewarding appropriate support to help with problems or pressures at work restricted access to alcohol and other drugs at work, and a clear and well publicised alcohol and other drug policy that applies to all employees. Developing an alcohol and other drugs policy A constructive step for employers in addressing health and safety risks associated with the use of alcohol and other drugs is to formulate a policy, with supporting procedures, that addresses the specific circumstances of the workplace. Steps to develop a workplace alcohol and other drugs policy may include:. Establish a representative group to formulate and implement the policy. Establish a group to oversee development of the policy that includes employees, employee representatives or HSRs and management representatives. Use existing health and safety committees to develop the policy or set up a specific working group. Ensure the group clearly identifies its objectives and has adequate resources to carry them out. Develop the policy in consultation with employees. Consultation on an alcohol and other drugs policy may include the following steps: Develop procedures and a timetable for implementing the policy starting with an education program to educate employees of the new procedure. Develop a preliminary draft policy and have it reviewed by the representative group overseeing its development. Where appropriate, feedback received should be incorporated into the document. Present a draft policy to the health and safety committee, where one exists, for its consideration. Present a final draft policy to management for endorsement. Distribute the endorsed policy to all employees and others at the workplace Ensure the policy is readily available, for example, pin it on the company noticeboard or upload it to the company intranet. Provide information, education and training. Supporting procedures It is important to have appropriate supporting procedures in place to ensure an effective alcohol and other drugs policy. More information is at Establishing an EAP. Testing A workplace that is considering implementing an alcohol and drug testing program should consider the strengths and limitations, costs and potential unintended consequences. If testing is being considered as a control measure, independent legal advice may be required Employers may wish to consider the appointment of a Medical Review Officer MRO to assist with alcohol and other drug testing in their workplace. It is important to remember that: testing may be intrusive and raises confidentiality and privacy issues excluding alcohol testing, a positive drug test is not always directly related to impairment there is a possibility of inaccurate results and false positives in drug testing. There may also be issues related to insufficient integrity of the testing process and the interpretation of results. Drug testing has limits and can be subject to legal challenge if an employee refuses to be tested it cannot be presumed that they are intoxicated. An employee may have a valid reason to refuse to be tested, unless specific legislation, contracts or employment agreements provide otherwise. If an employer decides to implement alcohol or drug testing: it should be part of a comprehensive alcohol and drug program and supported by appropriate safeguards, clear policy and procedures, and provision of information, instruction, education and support the policy and procedures for testing should be developed in consultation with employees. Alcohol and other drug testing must be undertaken where required by specific legislation Some industries and occupational groups are covered by specific legislation that regulates the use of alcohol and other drugs in the workplace. Privacy Victoria has laws which govern how organisations may collect, use and disclose personal information. Employee Assistance Programs EAPs An EAP is a confidential service designed to help employees address and resolve personal issues such as marital, legal and financial problems and the use of alcohol and other drugs. Below is an outline of how to establish and run an EAP. Confidentiality The credibility of an EAP depends on a code of strict confidentiality. Publicity and training All employees should be made aware of the EAP and how to make use of its services. Evaluation Evaluation of an EAP is essential to ensure that it is meeting the needs of the organisation. Data should be kept about: the ongoing costs of running the EAP injury and fatality rates absentee and sick leave rates production statistics A confidential survey of employees can establish the: number of employees using the service types of problems they present with rate of success in improving work performance The EAP may provide regular reports containing de-identified data to the employer outlining any work-related OHS matters that are identified by employees using the EAP, for example, unrealistic deadlines, excessive work load, which may be increasing the risk of harmful use of alcohol and other drugs by employees see list of stressors, at Overview of alcohol consumption and drug use. Tips for setting out a workplace alcohol and other drugs policy Use the headings and tips below to formulate an alcohol and other drugs policy and procedures that are relevant to your workplace. Statement Use the information contained in this guide to introduce and discuss the problem of the use of alcohol and other drugs in the workplace and the need to develop a policy statement for the organisation. Aim Clearly state the aims and expected outcomes arising from the policy. For example, the policy should aim to: maintain a safe and healthy work environment reduce the costs associated with alcohol and other drugs to the organisation and individuals link action on alcohol and other drugs issues with other occupational health and safety initiatives, and provide access to information on alcohol and other drug use and encourage those with problems to seek assistance. Scope Specify the name of the company, the branch, the physical location and the employees covered by the policy. Code of behaviour Spell out the code of behaviour required by employees of all levels and work areas. This should include: when it is considered appropriate and not appropriate to consume alcohol and other drugs, such as prescription medication in relation to work, and acceptable standards of work performance. Special circumstances Some high risk duties or professions may need special requirements. Specify employees who may require: alcohol and other drug testing specific training, and disciplinary measures for breaches. Discipline Specify the grounds for transfer, demotion or dismissal for breaches of the policy and the number of warnings employees will be given before discipline is imposed. Resources The following list of key alcohol and other drugs information, education, counselling, medical and self-help services are available in Victoria. Victorian Government Department of Health and Human Services The Department of Health and Human Services website contains information about a range of alcohol and other drug policy issues. Department of Health Victoria. Alcohol and other drugs. Better Health Channel The Better Health Channel provides health and medical information on a wide range of health issues to help improve the health and wellbeing of Victorians and provides a wide range of information about the health effects of alcohol and other drugs. Better Health Channel. Achievement Program The Achievement Program health promoting framework assists workplaces to determine what policy, cultural and environmental changes are needed within their organisation to make it easier for employees to be healthy. Healthy Workplaces Achievement Program. Cancer Council Victoria health and wellbeing program. DrugInfo This service is provided by the Australian Drug Foundation to inform and support drug prevention in Victoria. Alcohol and Drug Foundation. DrugInfo: Non-judgmental and confidential information or advice. Turning Point. A national addiction treatment, training and research centre. Family drug and gambling help. Alcohol and Drug Foundation The Alcohol and Drug Foundation Workplace Services team have a suite of factsheets, programs and tools to assist organisations to prevent alcohol and other drug issues from arising at work, including: Effects of alcohol and other drugs on health, safety and work performance How to approach employees under the influence Factsheets available to download and circulate around your office Policy development Online education, face to face training and upskilling managers to deal with incidents as they arise. Impact of alcohol and other drugs on the workplace. Incolink Alcohol and other drugs Program — Drugs or Alcohol Not at Work Incolink provides support for members of the construction industry and provides information about services and support across Australia. Not At Work. Stewards and OHS delegates. Service providers in Victoria. A research centre in the alcohol and other drugs field. You might also need. Alcohol and drugs in mines. Occupational Health and Safety Act and Regulations. Preventing and managing work-related stress: A guide for employers PDF version. This overlay title is for smaller device. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt. More options Accept all Reject all.

Osh where can I buy cocaine