Substance Misuse Policy
We are committed to providing a safe, healthy and productive working environment for all our employees, customers and visitors. This includes ensuring that all employees are fit to carry out their jobs safely and effectively in a working environment which is free from alcohol and drug misuse.
All employees are expected to arrive at work fit to carry out their jobs and to be able to perform their duties safely without any limitations due to the use or after effects of alcohol or drugs (whether prescribed, over the counter or illegal). The use of drugs also includes the use of "legal highs" or psychoactive drugs which are legal substances which have the effect of illegal drugs.
Misuse of alcohol and drugs can lead to reduced levels of attendance, reduced efficiency and performance, impaired judgement and decision making and increased health and safety risks, not only for the individual but also for others. Irresponsible behaviour or the commission of offences resulting from the misuse of alcohol or drugs may damage our reputation and, as a result, our business.
We will not accept employees arriving at work under the influence of alcohol or drugs, and/or whose ability to work is impaired in any way by reason of the consumption of alcohol or drugs, or who consume alcohol or take drugs (other than prescription or over the counter medication, as directed) on our premises.
Who is Covered by This Policy?
This policy covers all individuals working at all levels and grades, including senior managers, officers, directors, employees, consultants, contractors, trainees, home-workers, part-time and fixed-term employees, casual and agency employees and volunteers (collectively referred to as employees in this policy).
This policy does not form part of any employee's contract of employment and it may be amended at any time.
Scope and Purpose
This policy is principally intended to deal with alcohol and drug problems which, in the context of this policy are any drinking or taking of drugs, whether intermittent or continual, which interferes with work performance in relation to attendance, efficiency, productivity or safety. You will be deemed to be under the influence of alcohol or drugs where that is the reasonable opinion of a Doza Director.
The purpose of this policy is to increase awareness of the effects of alcohol and drug misuse and its likely symptoms and to ensure that all employees are aware of their responsibilities regarding alcohol and drug misuse and related problems.
This policy is non-contractual in its effect and does not form part of normal terms and conditions of employment, unless otherwise stated in your contract of employment.
Personnel Responsible for Implementation of the Policy
The Company has overall responsibility for the effective operation of this policy and will review it periodically.
Managers have an important role to play in identifying problems at work that are being caused or contributed to by alcohol or drug misuse. When an employee arrives at work and a manager reasonably believes that they are under the influence of alcohol or drugs, they can undertake an investigation.
If you notice a change in a colleague's pattern of behaviour you should encourage them to seek assistance through their manager. If they will not seek help themselves you should draw the matter to the attention of a Doza Director. You should not attempt to cover up for a colleague whose work or behaviour is suffering as a result of an alcohol or drug-related problem. If you believe that you have an alcohol or drug-related problem you should seek specialist advice and support as soon as possible and advise a Doza Director.
Alcohol and Drugs at Work
We expect you to demonstrate responsible behaviour at work, work-related functions and work-related social events and to act in a way that will not have a detrimental effect on our reputation. If you entertain clients or represent us at external events where alcohol is served, you are considered to be "at work" regardless of whether you do so outside normal working hours. Consequently, we will expect you to remain professional and fit for work at all times.
Managers should act to prevent excessive consumption of alcohol by any member of employees and should take steps to deal with any unacceptable conduct that occurs at such functions. Any such behaviour may lead to disciplinary action.
We expect all our employees to comply with the drink-driving legislation at all times. Our reputation will be damaged if you are convicted of a drink-driving offence and, if your job requires you to drive and you lose your licence, you may be unable to continue to do your job. Committing a drink-driving offence outside or during working hours or while working for us may lead to action under our Disciplinary Procedure and could result in dismissal.
If you are prescribed medication you must seek advice from your GP or pharmacist about the possible effect on your ability to carry out your job and whether your duties should be modified or you should be temporarily reassigned to a different role. If so, you must tell a Doza Director without delay.
Searches
We reserve the right to conduct searches for alcohol or drugs, including, but not limited to, searches of lockers, filing cabinets and desks, packages sent to our address, bags, and coats etc which are on our premises. Any alcohol or drugs found as a result of a search will be confiscated and action may be taken under the Disciplinary Procedure.
Alcohol and Drug Screening
In cases where there is reasonable cause to suspect that an individual's performance is impaired as the result of alcohol and drug misuse (including "legal highs") you will be asked to participate in an alcohol and drug screening programme.
Management of Suspected Substance Misuse
If a Doza Director has reason to believe that you are suffering the effects of alcohol or drugs misuse (including "legal highs"), for example, due to deterioration in your work or behaviour, they may invite you to an investigatory interview. The purpose of the interview is to discuss the reason for the investigation and seek your views on, for example, the deterioration of your work performance and/or behaviour.
If, as the result of the interview, a Doza Director continues to believe that you are suffering the effects of alcohol or drugs misuse the matter may be dealt with under our Disciplinary Procedure.
If, having acknowledged an alcohol or drug-related problem, you undertake treatment and or rehabilitation; we may at our discretion decide to suspend any ongoing action against you for related misconduct or poor performance, pending the outcome of the treatment.
Providing Support
Alcohol and drug-related problems may develop for a variety of reasons and over a considerable period of time. We are committed, in so far as possible, to treating these problems in a similar way to other health issues. Support will be provided where possible with a view to supporting a full recovery, allowing a return to work and the full range of your duties. This may include:
- referral to appropriate treatment providers, where necessary in conjunction with your GP.
- time off work to attend treatment as recommended by your GP or specialist.
- adjusting your duties or other support as recommended by your GP or specialist during treatment and for an agreed period thereafter, subject to operational requirements and feasibility.
If you do not finish a programme of treatment (either because the treatment provider ceases to support you or because you stop attending) or your recovery and return to work does not happen as anticipated at the outset of a course of treatment, a Doza Director will meet with you to decide what further action should be taken.
Gross Misconduct Offences
The following is a non-exhaustive list of gross misconduct offences:
- Being in possession of any alcohol or non-prescribed drugs whilst on duty.
- Being under the influence of a "legal high" during working hours.
- Being under the influence of alcohol or non-prescribed drugs or prescribed drugs which affect your ability to perform your duties whilst on duty without having cleared this with a Doza Director.
- Any act of drunkenness.
- The selling, possession of or use of any controlled substance or dangerous drug or prescribed drug.
- Gross negligence, gross dereliction of duty or gross incompetence endangering the health or safety of the employee or any other persons or the property of the Company, its employees, customers or other persons.
- Willful, flagrant or persistent refusal to submit to any medical test (including blood and/or urine tests for the presence of alcohol or drugs) or medical examination requested by the Company in the course of employment.
- Unreasonable refusal to give consent to the results of any medical examination, assessment or evaluation or tests being disclosed to a senior member of management.
- Flagrant or persistent refusal to submit to a search when lawfully requested to do so.
Prescribed Drugs
Drugs prescribed by a registered medical practitioner or purchased over the counter may create cause for concern because they may impair mental or physical performance in the job. Employees who have been prescribed drugs should keep them in their original container which identifies drug dosage, date of prescription and prescribing chemist or hospital. Any employee taking prescribed medication which adversely affects job performance must notify a Doza Director prior to starting work. Any restrictions on work will be discussed with the individual and their supervisor.
Confidentiality
We aim to ensure that the confidentiality of any member of staff experiencing alcohol or drug-related problems is maintained appropriately by the Company, its managers, supervisors and, where it is necessary to inform them, colleagues. However, it needs to be recognised that, in supporting staff, some degree of information sharing is likely to be necessary.