Organisation name:

Policy Title: DRINK & DRUGS IN THE WORKPLACE

1.0(Name of organisation) believes that whilst for many people drinking alcohol moderately is an accepted part of life, the misuse of alcohol, drugs and substances can lead to reduced work performance, taking time off work and accidents at work.

2.0As a result, (name of organisation) expects personnel to limit their alcohol intake and not to be involved in drug or substance misuse.

3.0We expect all personnel to be free from any intoxicating influence during working hours.

4.0(Name of organisation) recognises that substance misuse is a serious health issue and will offer help and support where possible.

5.0Anyone found to be unfit for duty because of intoxication of any kind may be considered to have committed an act of gross misconduct and could potentially be subject to instant dismissal without recourse to (name of organisation) disciplinary policy.

6.0The consumption of alcohol on (name of organisation) premises is strictly prohibited except for celebrating significant events that have the prior approval of the Chief Executive

7.0Personnel are prohibited from drinking alcohol on days when they are expected to drive on (name of organisation) business.

7.1The Transport and Works Act of 1992 created criminal offences to cover people taking control of vehicles, as part of their job, while unfit through drugs or drink.

PROCEDURE

1.0Suspicions that an individual may be under the influence of alcohol or the subject of substance misuse during working hours should be reported immediately to the manager on duty.

2.0Managers receiving such reports or who are suspicious themselves should:

2.1Speak privately to the individual concerned.

2.2Inform the individual of the concern that he/she is unfit for duty and state the reasons for this belief.

2.3Make notes of the discussion.

2.4If the manager believes the individual to be unfit for duty, the individual should be sent home for the duration of the work day on paid leave.

2.5The individual should be given the opportunity to prove that they are not under the influence of any substance. If they state that they feel that they have been unfairly accused they may wish to have an independent substance test.

2.6Any witnesses should be asked to make a written statement as soon as possible after the incident.

3.0Personnel with repeated incidents should have the matter raised sensitively by their manager.

3.1Support for the manager on managing this process, including advice on where the individual may be able to seek help, should be obtained from Human Resources or (name of organisation) HR support organisation. (Include only where HR support is available to the organisation)

4.0If it appears that the individual’s performance or conduct is being adversely affected by alcohol or substance misuse, it may be necessary to remove them from their workplace for a period of time.

4.1The manager should make use of (name of organisation) supervision and support policy to measure the achievement of objectives.

4.2If considered appropriate, disciplinary action in accordance with the Disciplinary procedure will be instigated.

Date this policy came into effect / Date approved by Governing Body
Next Review Date / As agreed by Governing Body
Name or position of person responsible for this policy
Other related policies / Employment
Supervision & Support
Relevant legislation / Transport and Works Act 1992
Useful information /


PRACTICE NOTE

Issued to:
All personnel / SUBJECT:
Drink & Drugs in the Workplace / No:
Issued by: / Date issued: / Date amended: / For Information to:

Following any initial suggestion that an individual (staff member, trustee or volunteer) may have an issue misusing drink or drugs in the workplace, the Chief Executive or someone delegated with the task, should investigate obtaining testing kits in case the situation arises again since any individual who wishes to prove that they are not under the influence of drink or drugs in the workplace must be given the opportunity to be tested.

Testing kits and advice on their use are available from a number of sources including

Searching employees for evidence of drink or drugs or testing can only be with the voluntary consent of the individual unless it is explicit in the contract of employment of the individual.

Information for personnel on workers’ rights in relation to this matter can be obtained from a number of sources including

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