A pilot project to rid hotels of the scourge of drug abuse has entered its next phase.

And so far the National Drug Commission's (NDC) "Drugs Don't Work Here'' scheme has attracted 13 participants who are reaping the multi-faceted benefits of the programme.

The course -- which trains staff members to spot signs of drug abuse and then help a person kick the habit -- is being put into practice for the NDC by Benedict Associates (BA).

The scheme involves creating and implementing a written policy reflecting the employers' and staff's commitment to a drug-free workplace.

Following the initial phase of brainstorming between the NDC, Bermuda Industrial Union, Bermuda Hotel Association and BA, four hotels -- Sonesta Beach, Harmony Club, Belmont and Cambridge Beaches -- kicked off the pilot project.

In the new phase, nine other hotels -- Horizons, Newstead, Coral Beach Club, Waterloo House, Ariel Sands, Grotto Bay, Marriott, Lantana, and The Reefs -- have taken on the programme.

Of these 13 participating hotels, 12 -- with a total of some 1,260 employees between them -- have completed the initial training period. The remaining hotel, Marriott, is due to conclude its training period soon.

Six of these hotels, Cambridge Beaches, Horizons, Grotto Bay, Lantana, The Reefs and Belmont have implemented the policies. The policies of the other seven should be ratified shortly.

Project trainer Sonya Powell explained that the programme requires labour and management entities from within an organisation to work apart, at first, and then together in a simultaneous effort during the process of creating a policy on drug abuse.

BA assists in this process. "We must be doing our job in a satisfactory way,'' said BA managing director Vaughn Mosher, "because the labour representatives think we are pro-management while management think we are pro-labour.'' There is general awareness training for employees while shop stewards and management are trained to spot tell-tale signs of drug-taking and how to deal with employees suspected of substance abuse. A committee of members from both sides is formed and share the responsibility with the entire staff of enforcing that hotel's policy.

Once an employee has been recognised to have a drug abuse problem, the Employee Assistance Programme (EAP) is then used to give workers help instead of making them the victims of disciplinary action.

Throughout the entire process, confidentiality is stressed. "Confidentiality is of the utmost importance,'' said Ms Powell. This encouraged employees with problems to seek help for themselves before it reached the stage of requiring superiors to step in.

Ms Powell noted that each hotel policy was different as it reflected the particular requirements of that hotel. And these policies could be continually refined over time to meet ever-changing needs of employees and employers, she added.

Hotels which already have a good relationship and communication between Union and management tend to speed through the process of ratifying an agreement, she continued.

The process, in turn, has helped foster stronger relationships between Union and management representatives which helps the hotel and its employees in other areas.

Mr. Mosher said labour and management now had the confidence and experience necessary to deal with problems of abuse so they no longer had to pass them off to top management.