Implementation Manual on Prevention and Solution …welfare.labour.go.th/2018/attachments/article/49/1...Implementation Manual on Prevention and Solution to Drug Problems in an Establishment,

Implementation Manual on Prevention and

Solution to Drug Problems in an Establishment,

White Factory Program

Labour Welfare Division

Department of Labour Protection and Welfare

Preface

Prevention and Solution to Drug Problems in an Establishment is a crucial measure to

be taken. This is because workers are a resource of production in the workplace and thus an

essential force that drives the economy of the country forward. Therefore, employers and

employees need to cooperate with the government in preventing, monitoring and taking care

of the establishment to ensure a narcotics-free environment. Doing so will lead to employees’

wellbeing, peace at work, and efficiency in the establishment.

The Implementation Manual on Prevention and Solution to Drug Problems in an

Establishment, the White Factory Program, is aimed at being a guideline on decisive, concrete,

and continuous measures for prevention and solution to drug problems that meet the

standard. The Department of Labour Protection and Welfare sincerely hopes that this

Implementation Manual will be of use to employers, employees, and practitioners in

harmonious operation and collaboration as well as benefit the society in general.

Labour Welfare Division

Department of Labour Protection and Welfare

Contents

White Factory Program 1

White Factory Principles 2

Guidelines on prevention and solution to drug problems in an establishment 5

Step 1 Establish the Policy on Prevention and Solution to Drug Problems 5

Step 2 Foreman Training 6

Step 3 Educating and Raising Awareness among Staff 8

Step 4 Helping People with Drug Problems 9

Step 5 Conducting Narcotic Identification Test 9

Issues to be considered when performing a narcotic identification test 10

Relevant Laws and Notifications 12

Process of Work to Join White Factory Program 20

Examples Documents for the Implementation of the White Factory Program 21

Annexes

Annex 1

- Treatment and Rehabilitation for Addicted Employees 34

Annex 2

- Addresses and contact information of agencies providing services in relation to

prevention and solution to drug problems 42

Implementation Manual on Prevention and Solution to Drug Problems in an Establishment, White Factory Program

Labour Welfare Division, Department of Labour Protection and Welfare 1


1. Background

Illicit drugs are a great problem for the country, disrupting a nation’s peace. In

addition, since the majority of drug users is found to be of 15-50 years old, a working age

population, illicit drugs also have adverse impacts on national security and economy. The

government therefore prioritizes prevention of the spread of illicit drugs and tasks related

organizations with ensuring that service facilities, factories and establishments are free of illegal

drug possession and trade. The operation, with the help of every related party, also includes

immediate inclusion of drug users into the rehabilitation system, followed by close monitoring

and support for their successful reintegration into the society. The Department of Labour

Protection and Welfare is steadfast in its mission to promote the wellbeing of all workers, who

are among the risk groups, leading to measures for the prevention and solution to drug

problems in an establishment through the White Factory Program. The measures include

knowledge building on prevention and solution to drug problems in an establishment and

utilizing the information to develop policies and campaign activities against illicit drugs. This

will create strong immunity and a sustainable monitoring system that alleviates drug problems

in an establishment. If any worker is found to be a user or an addict, they will be introduced

to voluntary rehabilitation and recovery processes, resulting in the restoration of wellbeing

and quality of life. The workers will be productive for themselves and the establishment,

benefiting the country’s economy as a result.

2. Objectives

2.1 To create knowledge and understanding of the prevention and solution to

drug problems for employers and workers as well as create a sustainable monitoring system

2.2 To equip employers and workers with knowledge on the prevention and

solution to drug problems in their families, communities and societies

2.3 To inform employers/owners about current situations of drug problems,

leading to the process of creating a Policy on Prevention and Solution to Drug Problems in an

Establishment

2.4 To prevent the spread of illicit drugs into the establishment.

2.5 To clarify the policies and guidelines on illicit drugs prevention and solution

in an establishment



2.6 To enable workers to reach their full potential, benefiting themselves, their

establishment and the country’s economy

2.7 To promote workers’ wellbeing and quality of life

White Factory Principles

There are 8 principles of a White Factory:

1. A policy that employers or establishment owners are obliged to implement as

follows:

(1) Control, surveillance and prohibition of staff of the establishment or any

persons from acting or gathering to commit narcotics-related offenses in or within the premises

of the establishment;

(2) Consideration and recruitment of a person who has no behavior

suggesting any narcotics-related offenses as a staff. However, this does not prohibit an

acceptance of a drug addict who has received drug addiction treatment and physical and

mental rehabilitation and is now in his/her normal state. Provision of training for the staff on a

regular basis to provide them with understanding on prevention of drug abuse;

(3) Provision of profile records of the staff which shall be kept at the

establishment and at least contain details relating to the names, last names and identification

number, addresses and places of residence of the staff;

(4) Collaboration with the officials, administrative officers or the police by

reporting when a narcotics-related offense is found or by providing news, information or

behavioral circumstance of any person which is reasonable to doubt or believe that a

narcotics-related offense will be conducted in the establishment;

2. Post warning signs or announcements about Measures to Prevent and Suppress

Narcotics-Related Offense in an Establishment. Employers or establishment owners need to

include the dangers on illicit drugs and subsequent penalties by law. The message should be

clearly visible and written in Thai. The second message may be provided in languages other

than Thai provided that they shall have the same meaning in Thai and the font size shall not

be bigger than the Thai statements.

3. Establish working group or responsible person. In an establishment, it is

mandatory to have a formally appointed working group to monitor and maintain surveillance

on the implementation of the White Factory Program. The appointment can be done as

follows:



(1) For an establishment with less than 50 employees, the owner or the

management can appoint general employees as the working group or responsible person to

oversee the White Factory Program.

(2) For an establishment with more than 50 employees, the owner or the

management can also appoint the existing welfare committee as the working group to oversee

the White Factory Program.

4. Provide knowledge building sessions. Establishment owners have to ensure

there are attempts to prepare their staff for prevention and solution to drug problems. This

can be done in various manners, for example, training or broadcasting information through

public address system during breaks.

5. Arrange campaigning activities. Establishment owners are obliged to provide

anti-narcotics campaigning activities e.g. exhibitions, sport competitions, music events, stage

performances, writing competitions (articles, mottos, essays, etc.) and quizzes relating to illicit

drugs.

6. Provide medical check-ups. Establishment owners have to provide medical

check-ups and urine tests for employees in the establishment, with focus on a regular yearly

check-up or ad hoc tests.

7. Ensure no drug-related behaviors occur. Establishment owners must focus on

making the establishment free of any kind of activity related to illicit drugs whether using,

selling, or being involved with them. In other words, owners or working groups need to maintain

surveillance on employees to ensure no drug-related behaviors occur.

8. Establish an investigation process. Establishment owners have to go over the

following 7 standards and keep a record on related information and documents for further

reviews of each step of practice by governmental groups when needed.

Assessment criteria of the establishment in the program

White Factory Level 1: Meeting all 8 standards

White Factory Level 2: Meeting the standards no. 2, 5, 7, 8

White Factory Level 2: Meeting the standards no. 1, 2, 7

1. The urgency of illicit drugs problems in the establishment

Having workers who take illicit drugs in the establishment is a major obstacle to

the advancement of the business. The situation directly and indirectly affects the workers

themselves, their families, the establishment owners and innocent people. Moreover, it also

has negative impacts on the nation’s economy, society and security.



Drug users directly damage their physical and mental health through the use of

narcotics, resulting in decreasing efficiency at work. Eventually their families suffer the

consequences, or worse, receive fatal injuries at the hands of overdosed users who lose control

of themselves. Innocent people can also unexpectedly find themselves in a precarious

situation, for example, being taken hostage by a person under the influence of

methamphetamine or falling victims to divers under the influence of illicit drugs, alcohol or

other substances, as often seen in newspapers and news channels.

For establishment owners whose establishment is plagued by employees’ drug

use, the direct loss can be the decrease of productivity due to dwindling efficiency or

intoxicated workers, the accidents in the establishment, reimbursement including medical

expenses, indemnity, compensation, guaranteed income, as well as theft within the

establishment, for instance. These problems can cost the establishment managers’ time. Apart

from the aforementioned losses, the tolls on the nation’s economy and human resources put

a great strain on the security and image. Therefore, it is crucial and necessary for establishment

owners to cooperate with the governmental sector to prevent and find solution on drug

problems in an establishment for continuous and sustainable drug-free work environment.

2. The causes of drug use among workers

The basis of living life in the society nowadays seems to consist of livelihood,

poverty, loneliness, disappointment, competition, etc. These cause constant struggles for a

person trying to find their own way. Each individual is unique in their identity. As a result, some

struggles can have a positive outcome while others can go in the opposite direction. Those

who succeed tend to continue making strides while others get more caught up in their negative

situation and turn to illicit drugs to forget the hardship. This is why drug problems are

widespread in more target groups. For workers, researches have shown that there are 3 main

causes to the spread of illicit drugs:

2.1 The workers

1) To entertain themselves, induce pleasure and relieve stress

2) To increase income by means of taking illicit drugs to be able to work

overtime and exceed their physical limit

2.2 The establishment owners

In order to gain more profits, some establishment owners abuse their workers

by offering amoral incentives. An example is giving more remuneration for drivers during major

holidays. If workers are enticed by this, they will push their body beyond the limit and thus

unintentionally become dependent on drugs.



2.3 The work environment

1) Work environments involving types of illicit drugs are furniture makers,

painting workers, auto mechanics, because they are exposed to inhalants such as thinner and

glue.

2) Work environments with workers rushing to complete their duty within

the deadline or season are, for example, construction workers as well as workers in the

agricultural sector and fishing industry. They may depend on illicit drugs to stimulate

themselves and increase efficiency.

Guidelines on prevention and solution to drug problems in an

establishment

Every establishment can implement measures to prevent and finds a solution on

drug problems by following these 5 steps:

1. Establish the Policy on Prevention and Solution to Drug Problems

2. Provide training for foremen in order to foster understanding of the situation

and being able to prevent and find solution of illicit drugs

3. Give workers education and raise their awareness

4. Offer support for people with drug-related issues

5. Provide narcotic identification tests (when necessary)

Step 1 Establish the Policy on Prevention and Solution to Drug Problems

An establishment needs to define the clear Policy on Prevention and Solution to

Drug Problems. This depends on the situation in each location since the nature of each

establishment and problem is different. However, every policy should reflect the direction that

the organization wishes to tackle the problem.

In making a policy, every impact to every person should be considered. Giving

employees in every level a role to play in coming up with a policy will get their agreement

and cooperation in implementing it. It is essential to clarify the policies made in order for

thorough understanding among employees as well.

Considerations regarding policy making

1. Amend laws or workplace regulations in order to eliminate factors that

encourage the use of illicit drugs, for instance:



- Prevent workers from working over 8 continuous hours or driving more than

400 kilometers in a day

- Prevent workers from selling or taking drugs at work, in workers’ quarters, and

within the perimeter

2. Raise awareness on drug-related problems and subsequent effects including

loss of benefits for employees, their families, and organizations.

3. Be aware of and exercise the right to conduct narcotic identification tests. There

needs to be a measure for cases with positive identification.

4. Admit if there is a problem and build cooperation to handle the situation within

the organization first and foremost. Terminating employment is not the solution, but merely a

way to push the burden to another establishment.

5. Warn and support employees with drug-related problems. This can also be

done by referring them to a drug rehabilitation center for behavior modification by skilled

personnel

Beside the clarity of policies, every workplace should establish its own work plan,

program and budget for prevention and solution to drug problems in an establishment as well.

Step 2 Foreman Training

Policy implementation can be executed in a number of ways. Organizing activities

to prevent and solve drug problems in establishments could be related to the roles and

responsibilities of relevant parties. However, this depends on the corporate structure and task

distribution in each establishment. For instance, employee affairs, personnel, or human

resources divisions could be part of public relations or administration division. In some

establishments a special team, consisting of those who are representatives or volunteers from

various divisions, could be tasked specifically with mission to address the problem. However,

in this context, foremen are in explicit focus as they are working closely with workers.

Foremen are important individuals, whose support could contribute to the success

of the drug policy. This is because they are working closely with workers and are able to halt

or prevent unwanted behavior, which could lead to drug abuse among staff.

Foremen must know how to identify the problem in order to know its condition

and characteristic. This is so that they can accurately assess the situation within the

establishment. They should be able to gauge whether the problem has already occurred. In

the case that some groups of workers are using drugs, the foremen should be able to assess,



whether they are already addicted, what kind of illicit drugs they are using, or whether there

is a dealer among them. According to their evaluation, appropriate actions could be executed

to prevent and solve the problem.

The identification of drug problem within establishment could be implemented

through close observation on workers who;

• wear inappropriate clothing;

• express depression symptoms;

• have poor health, decline in weight, look unhealthy, have dry and lip

discoloration (black or blue) – similar to heavy smokers’;

• have strong body odor;

• use sun- or dark-glasses to hide mydriasis or miosis;

• change of behavior, turning aggressive, bristly, or moody;

• neglect work, lack responsibility, for example frequently taking sick leave,

absent from work, declining in work efficiency, delivering defective performance;

• disobey the rules;

• have financial difficulty;

• have poor medical records, for example frequently having flu or sinus

infection;

• associate with people who have drug-related behavior;

• are often seen in dark corners or area with high risk within the premises or the

surrounding area;

• possess equipment that indicates drug abuse, such as syringe, needle, lead

sheet, etc.

In order that the foremen or team members understand and are aware of the

policy on prevention and solution to drug problems as well as their roles and responsibilities,

the aforementioned policy and responsibilities have to be clarified, which could be done

through orientation or training of team members.

In order to prevent and solve drug problem effectively, foremen or team

members should;

• understand Narcotics Control Act (No.3), B.E. 2543 (2000) and Measures to

Prevent and Suppress Narcotics-Related Offense in the Establishment;

• be able to explain the policy to other staff;



• know how to deal with the problem.

Key topics in foreman training

* The organization’s policy on prevention and solution to drug problems

• Narcotics Control Act (No.3), B.E. 2543 (2000) and Measures to Prevent and

Suppress Narcotics-Related Offense in the Establishment

• News and knowledge on drugs, especially on the spread of illicit drugs among

workers

• Drug prevention and resolution concepts

• Drug prevention and resolution methods

• Knowledge on narcotic identification test

• Ways to help people with drug problems

Step 3 Educating and Raising Awareness among Staff

After the policy on prevention and solution to drug problems is in place and the

foremen are trained, it has to be ensured that staff are aware and understand the policy and

the potential or existing drug problems in an establishment and also ready to cooperate.

Educating workers and raising their awareness on the issue are not one-off actions but have to

be continuously undertaken and new staff recruited by the establishment also have to go

through the education and awareness-raising processes as well.

There are various ways to educate and raise awareness among staff, such as

through orientation for new staff, special meeting, continuous distribution of news through

informative documents, broadcasting the knowledge through audio devises, or organizing an

exhibition though various media.

Educating and raising awareness among staff should include;

• The organization’s policy on prevention and solution to drug problems and

consequences of violation;

• The organization’s service and support as well as community’s help centers;

• Consequences of drug abuse on individuals and their family members, and

especially the results affecting the organization, namely reduced quantity and quality of

products, absence from work, increased number of accidents in an establishment and loss of

benefits which staff are entitled to or medical expenses, in the case that such accidents are

related to drug use;



• If narcotic identification test is conducted, explanation on the process,

accuracy, and credibility of the test should be stated;

• Ways to prevent and solve drug problems at individual, family, and community

level.

Step 4 Helping People with Drug Problems

Staff are important human resources. If they have problems, be it personal or work-

related, their performance is surely affected. Thus, providing services to help staff, who are

facing problems, especially those with alcohol or drug problems, is a necessity for the

organization as such problems will usually lead to other unwanted incidents as financial

difficulties, family problems, theft, and quarrel within the establishment, etc.

How to help drug addicts?

• Identify problems;

• Provide support;

• Provide initial consultation such as giving comments, cautioning, putting on

parole, or offering advice on choices in life;

• Transfer them for external specialist support, in the case that the in-company

service is not sufficient, due to the specificity of the problem. For example, when one of the

staff is addicted to drug, the person should be transferred to rehabilitation center, while a

dealer should be transferred to the police;

• Monitor the staff, whether the person’s behavior has improved

Step 5 Conducting Narcotic Identification Test

Conducting narcotic identification test is not an easy process, but it is viable.

Nowadays a number of establishments conduct narcotic identification test on their staff as the

nature of their business generates high risk environment, inducing staff to turn to drugs.

Additionally, clear disciplinary measures are imposed. Some petroleum trading companies, for

example, have urine test conducted on petrol-truck drivers to screen for amphetamine, while

some decided to do it because of serious drug problems within the establishment. Thus, the

test is necessary and have to be undertaken to prevent and solve drug problems.

Shall there be a need to have narcotic identification test conducted in your

establishment, you can contact the agencies listed in Annex 2 for advice and/or a service.



Issues to be considered when performing a narcotic identification test

• Who are going to be tested? Job applicants, all staff, or staff with risks of drug

abuse;

• When should the test be conducted? After an accident, when staff have shown

irregular behavior, as occasional random narcotic identification test, or included in the annual

medical check-up for staff;

• What kinds of drugs are screened for? Legal narcotics as alcohol, or illegal ones

as Methamphetamine (or “Yaba” in Thai) as it is widespread among workers;

• How to test? Through blood sample, or urine? Who is performing the test?

How often should the test be conducted? Monthly or annually?

• After the test result is revealed, what is the next step, in case the result turns

out to be positive?

• For the case of applicants, would you ban them from applying, or would

reapplication after 6 months be permitted?

Points of consideration that you need to know

• Which type of drug problem you are facing? Drug trade or drug abuse?

• What kind of support do you need? From whom?

• The readiness or competence of your organization in the implementation,

for example executing team, budget, materials, equipment, venues, etc.

It is difficult to implement or organize activities to prevent and solve drug

problems in an establishment. However, it can be done in 2 ways, namely as a part of

regular activities or as a specific event.

As part of regular activities such as:

• raising awareness on illicit drugs, laws related to drugs, work safety, labor

law, during new staff orientation, or distribution of news and information on narcotics

through public announcement system or hand-outs;

• having a narcotic identification test performed as a part of annual medical

check-up;

• providing consultation service on illicit drugs in the establishment’s

healthcare/ infirmary service;



• providing staff with up-to-standard working condition, for example the noise

level in the establishment should not be too loud, the air should be well-ventilated, and

the venue should be appropriately lighted.

Enhancing the environment of establishment through

- providing well-shaded and agreeable space for relaxation;

- providing space for sports;

- providing reading space;

- eradicating dark corners to avoid assembling of staff for illegal purposes;

• including close observation of staff with suspicious behavior (related to using

or dealing drugs) in the security protocol of an establishment.

• As a specific event:

- Advocacy campaigns such as work safety or quality of life;

- Exhibition;

- Information boards;

- Activity camps such as family relation camps or camps for staff’s kids;

- Activities or service to encourage physical and mental well-being of

staff to ensure that they are in the condition to perform their tasks, for example sport

competition event or special lecture;

- Training for staff or head staff with the function to prevent and solve

drug problems;

- Establishing a club or volunteer group to organize creative activities to

prevent and solve drug problems in an establishment.



Relevant Laws and Notifications

Section 13 bis, Section 13 tri, Section 15 bis and Section 17 bis of the Narcotics

Control Act B.E. 2519 (1976) as amended by the Narcotics Control Act (No.3) B.E. 2543 (2000)

stipulate the provisions relating to prevention and suppression of illicit drugs in an

establishment as follows:

1) Specification of Measures for Prevention and Suppression of Illicit Drugs in an

Establishment

By virtue of the resolution of the cabinet, the Prime Minister has the authority

to issue notifications specifying the Measures to Prevent and Suppress Narcotics-Related

Offenses in an Establishment, pursuant to which the Prime Minister accordingly issued such

notifications stipulating the details with which the owner or operator of an establishment has

to comply as follows:

a. Measures applicable to individuals:

- Control, surveillance and prohibition of establishment staff or any

persons from acting or gathering to commit narcotics-related offenses in or within the premises

of the establishment;

- Consideration and recruitment of persons with no behavior

suggesting any narcotics-related offenses as a staff. However, this does not prohibit acceptance

of a drug addict who has received drug addiction treatment, and physical and mental

rehabilitation, and is now in his/her normal state;

- Provision of training for staff on a regular basis to provide them with

understanding on prevention of drug abuse;

- Provision of profile records of the staff which shall be kept at the

establishment and at least contain details relating to the names, last names and identification

number, addresses and places of residence of the staff;

- Collaboration with officials, administrative officers or the police by

reporting when a narcotics-related offense is found or by providing news, information or

behavioral circumstance of any person which is reasonable to doubt or believe that a

narcotics-related offense will be conducted in the establishment;

- Facilitating officials in the process of narcotics identification test of

the staff, any person or group of persons in the establishment.



b. Measures applicable to establishments being the provision of warning

signs or announcements on the harm of illicit drugs or punishment pursuant to the laws relating

to narcotics. The signs or announcements should be clear, visible and contain 2 Thai

statements as follows:

- Warning statement on the harm of illicit drugs or punishment

pursuant to the laws relating to narcotics which shall be printed in 2 font sizes:

(1) Font size not less than 4 cm in width and 7 cm in height

applicable for signs to be provided in fuel service stations, gas-filling stations, and factories;

(2) Font size not less than 2 cm in width and 3 cm in height

applicable for signs to be provided in commercial residences in the categories of dormitories,

condominiums, or guest houses for rent or such establishments where billiards or snooker

games are provided, and fees are collected from the players.

- The statement “This establishment is under the laws relating to

prevention and suppression of illicit drugs” printed in the appropriate font size. This statement

may or may not be in the same sign with aforesaid warning statement on the harm of illicit

drugs or punishment pursuant to the laws relating to narcotics;

- These two statements may be presented in languages other than

Thai provided that they shall have the same meaning in Thai and the font size shall not be

bigger than the Thai statements.

2) Specification of Controlled Establishment Categories

By virtue of the resolution of the cabinet, the Prime Minister has the authority

to issue notifications for the specification of any establishment as controlled establishment

under the Measures to Prevent and Suppress Narcotics-Related Offense in the Establishment.

Accordingly, the Prime Minister has issued such notifications which are applicable to the

following establishments:

a. Fuel service stations pursuant to the laws relating to fuel control and

this shall include any place of business which is under the control and supervision of the

owner or operator of the fuel service station or relying on the rights of such person in its

operations;

b. Gas-filling stations for both land and water vehicles pursuant to

ministerial regulations issued under the laws relating to liquefied petroleum storage;

c. Service establishments pursuant to the laws relating service

establishments;



d. Commercial residences in the categories of dormitories, condominiums

or guest houses for rent;

e. Establishments in which billiards or snooker games are provided and fees

are collected from the players;

f. Factories pursuant to the laws relating to factories.

3) Duties and Authorities of the Narcotics Control Board (NCB)

a. In the event that the owner or operator of an establishment fails to clarify

or provide any proof to the Narcotics Control Board that such person has exercised reasonable

care, the Narcotics Control Board may order a temporary closure of any establishment or

suspend the business license for a period not exceeding 15 days at a time if the officials find

that a narcotics-related offense has been committed;

b. Impose a fine on the owner or operator of an establishment who violates or

fails to comply with the Measures to Prevent and Suppress Narcotics-Related Offenses in an

Establishment as stipulated in item 2) above.

Implementation

1) Establishment

a. Owner or operator

Owner or operator has the duty to comply with the Measures to Prevent

and Suppress Narcotics-related Offenses which comprise of measures relating to individual and

establishments.

b. Staff

Staff of any establishment has the duty to:

(1) not meet or gather to commit any narcotics-related offense in

or within the premises of the establishment at which they are employed;

(2) attend trainings hosted by the owner or operator for their better

understanding in relation to the prevention against illicit drugs and drug abuse;

(3) facilitate the owner or operator of the establishment in the

preparation of staff’s profile records and also facilitate the administrative officers by reporting

when narcotics-related offense is found in the establishment or by providing news or

information on any behavioral circumstance of any person which is reasonable to doubt or

believe that narcotics-related offense will be committed in the establishment and also

facilitate the officials in the process of narcotic identification test of the staff or any other

person in the establishment.



Any other related person shall have an indirect duty not to support,

encourage, promote, or participate in any gathering to commit a narcotics-related offense in

or within the premises of the establishment.

2) Officials

Officials are civil servants appointed by the Secretary-General of the ONCB as

the officials having the duties and authorities pursuant to the laws relating to the prevention

and suppression of narcotics or as known as “ONCB officials” who shall have the authorities

to:

a. inspect whether Measures to Prevent and Suppress Narcotics-Related

Offenses have been fully complied with in an establishment;

b. inspect or investigate whether narcotics-related offenses have been

committed in an establishment;

c. report to the Secretary-General of the ONCB when it is found that an

establishment violates or fails to comply with Measures to Prevent and Suppress Narcotics-

Related Offenses in an Establishment;

d. report and provide opinions to the Screening Sub-Committee on

Narcotics-Related Offense in an Establishment in Bangkok or other provinces, as the case may

be, when a narcotics-related offense is found to have been committed at the establishment;

e. provide information, facts, or other evidence to be used as part of the

consideration of the Screening Sub-Committee on Narcotics-Related Offense in an

Establishment;

f. attach at the establishment a temporary closure order of the

establishment, or suspension order of the operation license in the event that the Chairman of

the Screening Sub-Committee on Narcotics-Related Offense in an Establishment in Bangkok or

other provinces in which the establishment is located, cannot send or provide such orders to

the owner or the operator of the establishment or in the event that such orders were sent via

registered post but there was no recipient. In the attachment process, ONCB officials shall

bring with him/her at least 2 local police officers as the witnesses.

Inspection of the Establishment



In the establishment inspection process of the ONCB officials, the ONCB officials

shall comply with the Measures to Prevent and Suppress Narcotics-Related Offenses in an

Establishment as follows:

1. Measures applicable to individuals

The officials have to inspect whether the owner or operator of the establishment

has complied with the following:

1) Control, inspection and supervision of the staff

The owner or operator shall exercise control, inspect, and supervise the staff

of the establishment in order to prohibit them or any persons from committing or gathering to

commit narcotics-related offenses in or within the premises of the establishment. By doing

so, the initial inspection shall be conducted on the following basis:

a. Whether or not record of entry and exit to and from the establishment

during operating hours has been prepared regularly (in the event that such establishment is

not opened to the public during the operating hours);

b. Whether or not any order or regulation prohibiting narcotics-related

offenses in the establishment has been issued and complied with or included in the work

rules;

c. That there is a record of behavior and performance observation of the

staff in order to review if such staff may commit a narcotics-related offense or has the tendency

to be involved with such offense;

d. That there is a record of a warning if there are any news or information

in respect of narcotics-related offenses of the staff;

e. That there is a report made to the officials for the purpose of

prosecution when it is found that the staff of the establishment has committed or is

committing narcotics-related offenses;

f. That there is a report for requiring treatment and rehabilitation from

addiction when it is found that the staff is addicted to drugs and such offense has not yet

been reported to the ONCB officials, police officers or administrative officers.

2) Consideration and recruitment of staff who has no behavioral circumstance of

narcotics-related offenses. By doing so, the initial inspection shall be conducted on the

following basis:



a. That there is a record of request for collaboration made to the Office of

the ONCB or the Royal Thai Police or other governmental agencies for their coordination in

checking the record of any person that the establishment is recruiting;

b. That there is a record of the statement of the applicant providing that

he or she has no behavioral circumstance relating to illicit drugs before being accepted as the

staff of the establishment;

c. That there is a record of request for facilitation from the applicant to

receive narcotic identification test or to bring a medical report (issued no more than 14 hours)

certifying that the applicant’s body does not contain any narcotics.

3) Provision of trainings on a regular basis to enhance the understanding of staff

in prevention of drug abuse. By doing so, in the initial stage, staff should be enquired whether

such training has been provided and inspection should be conducted on the following basis

to see whether the establishment has done so:

a. That there is a record of request for collaboration made to agencies

involved in prevention and solution to drug problems in order for them to send experts to

provide knowledge and education to the staff;

b. That there is a record of request for collaboration made to agencies

involved in illicit drugs prevention for them to host a training to educate and provide

understanding in the prevention of drug abuse to the staff;

c. That there is a record of permission or delegation of the staff to attend

trainings hosted by the agencies involved in illicit drug prevention to provide better knowledge

and understanding of prevention of drug abuse or record of delegation of the staff or the

establishment’s representative to attend the training so that the representative can later pass

on or provide training to the remaining staff;

d. That there is a project or project record of staff training for their better

understanding in the prevention of drug abuse;

e. That there are promotional activities hosted to provide knowledge

relating to illicit drugs;

f. That there is a use of media or documentation which can provide

understanding in the prevention of illicit drugs and drug abuse such as videos, leaflets,

brochures and an area shall be made available for the purpose of providing further details and

answers to any questions or queries.

4) Preparation and storage of profile records of staff at the establishment. Such

profile record shall at least contain the details relating to the names, last names and



identification numbers, addresses and places of residence of the staff. By doing so, the initial

inspection is to ensure that such profile records exist and contain the required details. In the

event that there is no such profile record, the inspection should be conducted on the following

basis:

a. That there are copies of the staff’s identification cards and

clear/comprehensible additional records of the addresses and places of residence of the staff

in respect of which they have signed their names as evidence;

b. That printed forms are provided to the staff or the applicants into which

they are required to fill in their names, last names, identification numbers, addresses and

places of residence and also to provide a copy of their identification cards and household

registrations and also other document as may be deemed appropriate.

5) Collaboration and facilitation with the ONCB officials, administrative officers or

the police in reporting when a narcotics-related offense is found to have been committed or

in providing news or information or any behavioral circumstance of any person which is

reasonable to doubt or believe that a narcotics-related offense will be committed in the

establishment. Initially, it should be inspected whether there is a record of such reporting or

provision of the news or information and at the same time, inspection should be conducted

on the officials referred to in such record of reporting or in the provision of news or information

or in the phone record.

6) Collaboration and facilitation with the ONCB officials in the process of narcotic

identification test to be conducted on the staff or other persons in the establishment. Initially,

it should be inspected whether there is a record of such collaboration and facilitation and

enquiries should be made to the ONCB officials who conducted such narcotic identification

test whether the record of the operation which indicates the collaboration and facilitation of

the establishment has been made.

7) Compliance with the warning letter issued by the Secretary-General of the ONCB

in relation to the non-compliance with Measures to Prevent and Suppress Narcotics-Related

Offense in an Establishment.

2. Measures applicable to establishments

Inspection on whether or not the establishment proceeds with the following

procedures should be conducted:

1) Visibly install or attach at the establishment a warning sign stating the harm or

penalty pursuant to the laws relating to narcotics;



2) The font size of the warning statement in respect of the harm or penalty

pursuant to the laws relating to narcotics should be:

a. For fuel service stations, vehicle gas-filling stations, and factories, the

font size should not be less than 4 cm in width and 7 cm in height;

b. For service establishments pursuant to the laws relating to service

establishment, commercial residences in the categories of dormitories, condominiums, guest

houses for rent and establishments in which billiard or snooker games are provided and fees

are collected from the players, the font size should not be less than 2 cm in width and 3 cm

in height.



Process of Work to Join


Promote, publicize and educate

Establishment informs its

intention to join White Factory

Program

Establishment follows the criteria

of White Factory Program

Establishment informs their

consent to be assessed.

1. Specify the policies

2. Provide Measures announcement

sign

3. Establish a working group or

responsible persons

4. Educate the staff

5. Provide promotional activities

6. Provide health check-up

7. Ensure that the staff do not have

any illicit drug-related behavior

8. Collect documents/records for

inspection

Evaluation pursuant to the criteria

Level 1: achieved all 8 criteria

Level 2: achieved criteria 2, 5, 7, 8

Level 3: achieved criteria 1, 2, 7

Level 1: To be awarded with a certificate



Examples

Documents for the Implementation of the White Factory

Program


Labour Welfare Division, Department of Labour Protection and Welfare

24

Labour Welfare Promotion Form

The White Factory Program Activities 1. General information Promotion No. ………………………………………………… for Fiscal Year…………………………………….……………..…. Date ………………………………………..… Month …………………………………..…………… Year ……………..……………… Establishment name: ……………………………………………………………………………….……………………………………… Establishment Code (ID) […] [….] [….] [….] [….] [….] [….] [….] [….] [.…] [.…] [….] [….] 2. Establishment information Type of business ………………………………………………………………………………………………………………………….….. Address ……………..……… Village No. ……………………… Lane ……………………………….…..…………………………. Street ………………………………………….………………………… Sub-district ………………………………..…………………… District ………………………………………………………..…………. Province ………………………………………………………… Postal Code ……………………………………….…………………. Tel./Fax …………………………………………………………. Total no. of employees ……………………………………..………… Males ……………… Females ..………………… Signed …………………………………… Official (Mr./Mrs./Ms. ……………………………………..) Date/Month/Year ………………………………… Labour Welfare Division Rev. 0 (1/9/2557)

SorPhor. 1



25

Intention to Participate in

The White Factory Program Form Establishment name: ……………………………………………………………………………………………………………………… Address: ……………………………………………………………………………………………………….…………………………………… …………………………………………………………………………………………………………………………………………………………… Tel./Fax ……………………………………………………………………………………………………………………………………………. Business operation ……………………………………………………………..…………………………………………………………… Total No. of employees ……………………………………… Males ……………………… Females …………..…………. would like to indicate an intention to participate in the Prevention and Solution to Drug Problems in an Establishment as follows: Require additional information and explanation from officials Request support on public relations media In the process of implementing activities in accordance with the criteria Project coordinator Mr./Mrs./Ms. …………………………………………………… Position ………………………………………………………… Tel./Fax ………………………………………………………… E-mail ………………………………………………………….. Signed ……………………………………………. Notifier (Mr./Mrs./Ms. …………………………………….) Date/Month/Year ………………………………… Labour Welfare Division Rev. 0 (1/9/2557)

SorPhor. 2



26

Evaluation Request Form

Under the White Factory Program Criteria 1. Establishment Name ………………………….………………………………………………………………………………..………….………………… 2. Address No. …………………….……………… Village No. …………………………………… Lane …………..…………………….…………… Street …………………………………..………… Sub-district …………………………………………..……… District …………………..……………. Province …………………………………………………………………………………………………………………Postal Code ………………………..… 3. Type of business ……………………………………………………………………………………………………..…………………………………………. 4. Total no. of employees ……………………….…………… Males ……………………………………… Females ……………………..……

would like to indicate an intention to participate in the Prevention and Solution to Drug Problems in the category of an establishment/factory as follows:

Organize activities under the criteria and request an evaluation Level 1 criteria (meet all 8 criteria) Level 2 criteria (meet Criteria Nos. 1,2,5,7,8) Level 3 criteria (meet Criteria Nos. 1,2,7) Willing to provide additional information and documents for consideration Hereby certify that the project outcome and proofs of evidence are in

Protection and Welfare Project coordinator Mr./Mrs./Ms. ……………………………………… Position …………………………………………… Tel./Fax …………………………………………… E-mail …………………………………………….. Signed ………………………………. (Employer/Representative) (…….…………………………) Position………………..………………. Date/Month/Year ……………………… Labour Welfare Division Rev. 0 (1/9/2557)

SorPhor.3



27

Establishment Evaluation Form

Under the White Factory Program Criteria Company/Pty. Co., Ltd. ……………………………………………………………………………………………………………………………………………………………………… Address No. ……………………… Village No. ……………….. Street ……..………………………………………………………………………..……………...……..………. Sub-district ………………………………………………………………………... District ………………………………………………………………………………………….……….. Province ……………………………………………………………………………………………..…….. Tel./Fax ……………………………..………………………………………….. Total no. of employees ………………………………………………..……. Males …………………………………………………… Females ……………………..……… The Establishment has organized activities according to the White Factory criteria as follows: Please mark in in front of the activities organized by the establishment. 1. Set up policies for the prevention and solution to drug problems

2. Have warning signages or announcements about the harm of drugs posted as stipulated in the Amended Drug Prevention and Suppression Act (No. 3), B.E. 2543 (2000)

3. Set up a working committee responsible for the prevention and solution to drug problems in the Establishment.

4. Educate employees about drugs 5. Organize campaign activities to raise awareness of drug aversion

6. Provide health examination and/or analysis for employees 7. Control, monitor and make sure that there is no person with drug involvement in the Establishment 8. Keep proofs of operation in documentary forms.

Evaluation results Pass Level 1 criteria (comply with all 8 criteria)

Pass Level 2 criteria (comply with Criteria Nos. 1,2,5,7,8) Pass Level 3 criteria (comply with Criteria Nos. 1,2,7) Progress from Level ………………………………………

Signed …………………………………… Evaluator

(…………………………………..) Position ..………………………………… Signed …………………………………… Evaluator (…………………………………..)

Position ………………………………….. Date…………………………………………. SorSorKhor/SorRorPhor………….. Labour Welfare Division Rev. 0 (1/9/2557)

SorPhor. 4



(Example) Policy on Prevention and Solution to Drug Problems in an Establishment

The following policy is in accordance with the government policy on Prevention and Solution to Drug Problems in an Establishment to provide good health and good quality of life to employees and their families across the nation. Employees with good health and good quality of life can produce work for their own and the establishment’s benefits as well as positive economic impact.

The Company ……………………………………………………………………………………………………………………, located at No. ………………….. village No. …………….… Lane …………….…………… Street …..………………….. Sub-district …………………….…. District ………………………………………… Province ……………………………………. intends to implement preventive measures and solutions to drug problems in accordance with the government policy through participation in the White Factory Program. The Company’s prevention and solution to drug problems policy is as follows:

1. All staff/employees at all levels must not distribute, consume or get involved indrug.

2. Supervisors at all levels must provide a positive role model in offering advice andassistance to employees with drug problems to get treatment and rehabilitation so that they can lead a suitable lifestyle for better health.

3. All staff/employees at all levels have a role and take part in the Prevention andSolution to Drug Problems in an Establishment campaigns and join forces in monitoring drug distribution, consumption or individuals with suspicious conducts, and shall immediately notify or inform their employers, administrative officials or police.

4. Staff/employees must cooperate with employers in random narcotic identificationtests. Those found to have use drug/narcotics will be warned and sent for treatment.

5. The Establishment is willing to cooperate with government officials by givinginformation, news and conducts of persons who are involved in drugs.

Issued on Date …………. Month …………………… Year …………… Signed ……………………………………….

(……………………………………..) Position ………………………………………



29

(Examples) Anti-drug Campaign Announcements

Work builds up livelihood while drugs destroy it This business establishment is under the enforcement of laws on the

prevention and suppression of drugs

Thai workers unite against drugs This business establishment is under the enforcement of laws on the

Prevention and suppression of drugs

Promote high labor quality by uniting against drugs This business establishment is under the enforcement of laws on the

Prevention and suppression of drugs

Notes: 1. Letter size

1.1 Petrol service stations, gas stations and factories: not less than 4 cm. in width and 7 cm. in height.

1.2 Snooker or billiards rooms, entertainment facilities and retail trade/residential business establishments: not less than 2 cm. in width and 3 cm. in height.

2. Mandatory statement is the “This business establishment is under the enforcement of laws on the prevention and suppression of drugs” to appear on the second line of an announcement.



30

(Example) Order (Company name) ……………………………………..

No. ……………../2557 Re: Appointment of the White Factory Program Working Committee

To ensure smooth and effective operation of the White Factory Program and fulfillment

of the Project’s objectives in the Prevention and Solution to Drug Problems in an Establishment, the Company ………..…..………………………………………………….. hereby appoints the project working committee which comprises the following members:

1. Name - Surname Position ……………………………………… Chairperson 2. Name - Surname Position ……………………………………… Member 3. Name - Surname Position ……………………………………… Member 4. Name - Surname Position ……………………………………… Member 5. Name - Surname Position ……………………………………... Member

The working committee shall have the following duties: 1. To provide recommendations on the Prevention and Solution to Drug Problems

in an Establishment operation. 2. To observe the Prevention and Solution to Drug Problems in an Establishment

Policy. 3. To promote and endorse activities to raise awareness on the fight against drug

abuses in an establishment 4. To organize trainings and meetings to educate staff/employees on correct

understanding about drug as well as drug prevention and solutions. 5. To cooperate with government officials in notifying information on drug-related

offences. It is hereby announced for acknowledgement and compliance. Issued on Date ………… Month ……………………. Year …………………

Signed …………………………………………..

(…………………………………………) Position …………………………………………



(Example) Monitoring of Staff/Employee Conducts Under the White Factory Program

Report Form

Date …… Month ………………… Year …………

(Specify the establishment/employer name)………………………………………………………………….…, located at No. …………………….…… Lane ……………………….………………… Street ………………………………..….. Sub-district ……………..….…………………… District ……………………………………….…Province……………………….. Tel. …………………………………………………… Business operation …………………………………………………………….. No. of employees ……………, has applied to participate in the White Factory Program on Date…………….

The Establishment has monitored the conducts of its staff/employees and found none of its staff/employees to be involved in the distribution and consumption of drug whatsoever. If any of its staff/employees is found to be a drug user or drug addict, the Establishment shall immediately liaise with the Office of Labour Protection and Welfare in referring staff/employees who are drug users and drug addicts for treatment on a voluntary basis.

Signed ………………………………………….. (…………………………………………)

Position …………………………………………

Annexes

Annex 1



Treatment and Rehabilitation for Addicted Employees

1. General information about drugs

The Narcotics Act, B.E. 2522 (1979), which is the law governing narcotics in Thailand,

defines narcotics as any form of chemicals or substances which, upon consumption into a

human body by whatever means, whether by taking orally, smoking, inhaling or injecting,

causes four significant physiological or mental impacts, namely, acute physical and mental

needs to consume narcotics, the need for continual increase in dosage or quantity of narcotics,

and withdrawal symptoms when deprived of narcotics and deteriorating health after a long

period of narcotics consumption.

In general, narcotics control is considered principally based on the risk of the

addiction level that a specific type of narcotic poses to the population and the extent of its

therapeutic benefits. Based on these principles, the Narcotics Act, B.E. 2522 (1979) classifies

four categories of narcotics as follows:

Category I Dangerous narcotics that are not used for medical purposes and cause

serious risk of addiction among the population such as heroin, amphetamine and ecstasy;

Category II General narcotics with low to high therapeutic benefits and poses a

cautionary level of risk of addiction among the population such as morphine, cocaine, codeine,

etc.;

Category III Narcotics whose registered medicinal formula contains category II

narcotics as ingredients and pose low level risk of addiction among the population. They are

still dangerous but have high therapeutic benefits. Narcotics in this category are, for example,

cough remedy with codeine ingredient, etc.

Category IV Chemicals used for producing category I or category II narcotics such

as acetic anhydride and acetyl chloride.

2. Cycle of drug addiction

2.1 Initial stage. Early period of drug use.

2.2 Regular use stage. Showing signs of addiction symptoms when deprived.

2.3 Preoccupied substance abuse stage. Early period of drug addiction, changes

in ideas and decision-making ability.



2.4 Critical addiction stage. Period of severe addiction, continual use throughout

the day.

Stage 1 and Stage 2 are treatable, and users can make a fast recovery if detected

in time. Users can get out-patient treatment. Stage 3 and Stage 4 are when the Addictive Brain

develops, and users need in-patient treatment.

3. Treatment and rehabilitation process

The drug abuse treatment process begins with searching, then screening,

transferring and post-treatment follow-up. Screening system involves the use of questionnaires

and a urine narcotics test called Gas Chromatography which can produce accurate results and

can determine whether the positive result is caused by common cold medicine, diet pills or

amphetamine.

There are four treatment steps:

3.1 Pre-treatment step is a preparatory step in which patients are informed about

treatment methods and procedures, including physical and mental examination.

3.2 Treatment step treats the physical symptoms of drugs or narcotics

withdrawal, relying on medical principles to suppress strong drug cravings and treating drug

withdrawal symptoms.

3.3 Rehabilitation step, which lasts no longer than one year, restores the drug

user’s physical, mental and social abilities through the process of behavior modification. The

Thanyarak Institute of Drug Abuse has developed a new approach to intensive drug

rehabilitation known as the FAST Model

F: Family

A: Alternative Treatment Activity

S: Self Help

T: Therapeutic Community

Patients who have undertaken the FAST Model rehabilitation program can return

to a normal life within a community and modify their behavior. Apart from the FAST Model,

another rehabilitation method used is the Matrix Programme which is designed to help patients

modify their behavior and to prevent recurrent drug addiction.

3.4 Follow-up step, which lasts at least a year, is crucial to the prevention of

recurrent drug addiction. During this step, there will be follow-up visits to assist and boost the

morale of both the patients and their families. Follow-up visits can be home/workplace visits,

telephone communications or appointed meeting at a clinic.



4. Provide opportunities for addicts/treated drug users to be accepted and employed

in an establishment

Statistical data compiled by the Ministry of Public Heath reveals that, annually,

approximately 30 percent of treated drug-abuse patients resume their drug addiction habits.

One reason for such relapse is due to the fact that no business establishment is willing to

employ them. Former employees are usually not allowed to return to work after treatment

because most business establishments tend to perceive drug addicts as criminals who will

cause damage to the establishment. There is also a lack of confidence that treated drug users

can really abandon their drug habits. Under these circumstances, treated drug users are denied

the opportunity to return to normal lives and are inadvertently driven back into their former

environment, resulting in a return to drug habits. It is, therefore, essential to provide post-

treatment assistance and opportunities to drug users/treated drug addicts so that they can

return to their normal family life, have employment opportunities, and relatively good

livelihood.

4.1 The provision of opportunities for drug users/drug addicts in an establishment

to promote the establishment’s involvement in providing drug users/treated drug addicts with

opportunities can be provided in the following forms:

For former employees

1) Employees in an establishment who were found to use illicit drugs are

referred to treatment programs in a public or private facility. Alternatives provided by some

establishments are:

1.1) Refer employees to treatment with pay to those who suffer hardship,

so they can provide for their family during treatment. The treatment period is not considered

a leave of absence.

1.2) Refer employees to treatment without pay and the treatment period

is not considered a leave of absence.

1.3) Refer employees to treatment on a sick leave. They are not fired and

can return to work after complete recovery.

2) Provide initial capital for employees who cannot return to work at the

establishment after treatment because they do not wish to live away from their family. In such

case, business establishment operators can provide them with the initial capital to start their

own self-employed venture.



For new employees

1) Accept application from persons who completed a drug treatment program

and employ them.

2) Provide initial capital to start an independent business for those who

completed a drug treatment program through the assistance of a Provincial Parole Office or a

local drug treatment facility.

3) Procure products made by treated drug users to be sold in the

establishment.

4) Provide vocational training to generate supplementary income for outsiders

who completed a drug treatment program so that they can become self-employed and

provide for their family.

4.2 Benefits to an establishment from providing employment opportunities to

former drug users.

1) An establishment can reduce the budgets, expenses and time spent in

work-skills training for new employees that are incurred by firing existing employees with

trained skills and expertise, after discovering that they use drugs, without providing them with

assistance and opportunity to treat their addictive habits.

2) An establishment can generate key persons for the safeguarding against

and monitoring of drug problems in an establishment by recruiting former drug users to be

involved in drug prevention operations.

3) An establishment can receive recognition and honor from government

agencies as a positive role model for other establishments.

4) An establishment can be proud of taking part, with the government

sector, in solving drug problems; a good indicator for its corporate social responsibility.

Annex 2



Addresses and contact information of agencies providing services in relation to

prevention and solution to drug problems

Office of the Narcotics Control Board

1. Narcotics Control Office Region 1

Area of responsibility – Samut Prakan, Nonthaburi, Phra Nakhon Si Ayutthaya, Saraburi,

Lopburi, Ang Thong, Sing Buri and Chainat provinces

No. 213, Vibhavadi-Rangsit Road, Soi Vibhavadi 25, Talad Bangkhen Sub-district, Laksi

District, Bangkok, 10210 Tel. 0 2954 7230, 0 2588 5037


Area of responsibility – Chonburi, Chachoengsao, Prachinburi, Rayong, Chanthaburi, Trad,

Nakhon Nayok and Sa Kaeo provinces


District, Bangkok, 10210 Tel. 0 2588 5037, 0 2580 9560, 0 2580 9403

Fax. 0 2580 9560


Area of responsibility – Nakhon Ratchasima, Surin, Sisaket, Buriram, Ubon Ratchathani,

Yasothon, Amnat Charoen and Chaiyaphum provinces

No. 48/3, Dej-Udom Road, Nai Muang Sub-district, Muang District, Nakhon Ratchasima

Province, 30000

Tel./Fax. 0 4427 3900


Area of responsibility – Khon Kaen, Udon Thani, Kalasin, Roi Et, Nong Khai, Sakon

Nakhon, Maha Sarakham, Loei, Nakhon Phanom, Mukdahan and Nong Bua Lamphu

provinces

Opposite the Office of Forestry Department, Road in front of Government Center,

Muang District, Khon Kaen Province, 40000 Tel. 0 4324 1029, 0 4333 4220

Fax. 0 4324 6790


Area of responsibility – Chiang Mai, Chiang Rai, Lampang, Mae Hong Son, Phrae, Nan,

Phayao and Lamphun provinces

Chiang Mai Government Center, Chotana Road, Muang District, Chiang Mai Province,

50300 Tel. 0 5321 1796, 0 5321 1766, ext. 132 Fax. 0 5321 1808




Area of responsibility – Phitsanulok, Nakhon Sawan, Phetchabun, Kamphaeng Phet,

Phichit, Tak, Uttaradit, Uthai Thani and Sukhothai provinces

No. 29, Aeka Tossaros Road, Nai Muang Sub-district, Muang District, Phitsanulok

Province Tel. 0 5524 8555


Area of responsibility – Nakhon Pathom, Kanchanaburi, Suphan Buri, Ratchaburi,

Phetchaburi, Prachuap Khiri Khan, Samut Sakhon and Samut Songkhram provinces


District, Bangkok, 10210 Tel. 0 2589 6495


Area of responsibility – Surat Thani, Nakhon Si Thammarat, Krabi, Phuket, Chumphon,

Phang Nga and Ranong provinces

No. 157/8, Soi Si Vichai 9, Si Vichai Road, Ma Kham Tia Sub-district, Muang District, Surat

Thani Province, 84000 Tel. 0 7720 6298, 0 720 6297


Area of responsibility – Songkhla, Satun, Trang, Phatthalung, Pattani, Yala and

Narathiwat provinces

No. 434, Sai Buri Road, Muang District, Songkhla Province, 90000

Tel. 0 7431 2088, 0 7432 1514-5 Fax. 0 7432 3300

10. Bangkok Area Narcotics Control Office


District, Bangkok, 10210 Tel. 0 2589 7964

11. Border Area Narcotics Control Office

Sing Klai Road, Muang District, Chiang Rai Province, 47000

Tel. 0 5371 6275-6

Drug information reporting agencies

1. Office of the Narcotics Control Board (ONCB)

Tel. 0 2254 9411, 0 249 0901-9 ext. 1709

2. ONCB Hotline 1386

3. Drug Information Reporting Center, Royal Thai Police Tel. 1688

Establishment operation supporting agencies



1. Department of Labour Protection and Welfare, Ministry of Labour

Tel. 0 2245 6774, 0 2246 0383, 0 2245 9821

2. Office of Labour Protection and Welfare, Bangkok, Area 1-10

3. Provincial Office of Labour Protection and Welfare in every province

4. Environmental Sanitation Division, Health Department, Bangkok

5. Environment and Sanitation Department in 50 districts over Bangkok

Narcotic identification agencies

1. Thunyaraksa Institute

Tel. 0 2531 0080-8

2. Bangkok Health Department (Wat Tat Thong Center)

Tel. 0 2391 8539

3. Phramongkutklao Hospital

Tel. 0 2246 1671

4. Urine Drug-Testing Center, Eastern College of Technology (E.Tech), Chonburi Province

Tel. 0 3820 6081-5, 0 3878 9089-92

5. Medical Sciences Center, Bangkok

Tel. 0 2591 0203-14

6. Songkhla Medical Sciences Center

Tel. 0 7433 3203

7. Chonburi Medical Sciences Center

Tel. 0 3828 6478

8. Nakhon Ratchasima Medical Sciences Center

Tel. 0 4424 1522, 0 4425 8713-4

9. Phitsanulok Medical Sciences Center

Tel. 0 5521 1065-6

10. Ubon Ratchathani Medical Sciences Center

Tel. 0 4531 2231-4

11. Trang Medical Sciences Center

Tel. 0 7521 3104

12. Chiang Rai Medical Sciences Center

Tel. 05379 3148 50

Drug information reporting agencies

1. Royal Thai Police Tel. 1688



2. ONCB Tel. 0 2245 9414, 0 2247 0901-19 ext. 1701

3. P.O. Box 1234, Pathumwan, Bangkok, 10300

4. P.O. Box 123, Samsennai, Phyathai, Bangkok 10400

5. www.oncb.go.th

Drug Problem Consultation Service

Department of Medical Services Hotline

Bangkok and Greater Bangkok Tel. 1165

Other Provinces Tel. 0 21165

Drug Treatment and Rehabilitation Centers

v Thunyaraksa Institute (PMNIDAT) Tel. 0 2531 0080-5

v Phramongkutklao Hospital Tel. 0 2246 0066 ext. 63189

v Police Hospital Tel. 0 2252 8111 ext. 4156

v Chulalongkorn Hospital Tel. 0 2256 5180

v Rajavithi Hospital Tel. 0 2246 0052 ext. 4302

v Taksin Hospital Tel. 0 2437 2295

v Veterans General Hospital Tel. 0 2644 9400 ext. 2705

v Social Psychotherapy Centre (Rachadamri) Tel. 0 2254 2039

v Pravet Rehabilitation Center Tel. 0 2329 1353, 0 2329 1566

v 15 Addiction Clinics and 60 Public Health Service Centers of Health Department,

Bangkok Metropolitan Administration

v Province Hospitals in all provinces

Drug Treatment and Rehabilitation Centers under Ministry of Public Health

1. Northeastern Drug Treatment Center, Khon Kaen Province

Tel. 0 4334 5391-4 ext. 231,235

2. Drug Treatment Center, Mae Hongsorn Province

Tel. 0 5361 3053 ext. 1037

3. Northern Drug Treatment Center, Chiang Mai Province

Tel. 05329 7976-7

4. Drug Treatment Center, Pattani Province

Tel. 0 7333 9070-5 ext. 8100, 8206



5. Southern Drug Treatment Center, Songkla Province

Tel. 0 7446 7453

Narcotic/Illicit Drug Identification and Testing Centers

v Bureau of Drug and Narcotic, Department of Medical Sciences, Ministry of Public

Health

v Medical Sciences Centers in Chonburi, Samut Songkhram, Chiang Mai, Nakhon Sawan,

Phitsanulok, Khon Kaen, Ubon Ratchathani, Udon Thani, Nakhon Ratchasima, Surat

Thano, and Songkla

v Instritute of Forensic Medicine, Royal Thai Police

v Drug Test Kit Distribution Centers

v All centers of Government Pharmaceutical Organization

Agencies Providing Information on Illicit Drugs on Telephone

1. School Health Division Tel. 0 2590 4190, 02590 4199

2. Samaritans Association Tel. 0 2249 9977

3. HEALTH LINE 0 2741 3333

4. Thunyaraksa Institute (PMNIDAT) Tel. 0 2531 0080-8

5. Office of Narcotic Prevention and Treatment, Health Department, Bangkok Metropolitan

Administration Tel. 0 2245 7804, 0 2245 7790, 0 1148 5746-7

6. Private Sector’s Anti-Narcotics Central Coordination Office Tel. 0 2354 5731-7 ext. 502

7. Food and Drug Administration Tel. 0 2391 8539

Notes

Notes

Notes

Notes

Notes

Notes