Drug & Alcohol Policy

Version 1.2
Effective Date 03/10/2016

Contents

Statement of Policy

The Glenmavis Group recognises that alcohol and drug abuse related problems are an area of health and social concern. It also recognises that a member of staff with such problems needs help and support from his / her employer.

The Glenmavis Group also recognises that alcohol and drug abuse problems can have a detrimental effect on work performance and behaviour. We have a responsibility to our employees and customers to ensure that this risk is minimised.

To whom does the policy apply?

  • Employees
  • Contract workers
  • Agency workers
  • Trainee workers and students on work experience or placements
  • Volunteer workers

Policy Procedure

The Glenmavis Group uses disciplinary rules, enforced through disciplinary procedures, where use of alcohol or drugs (other than on prescription) affects performance or behaviour at work, and where either (1) an alcohol or drug dependency problem does not exist or (2) where treatment is not possible or has not succeeded.

The Glenmavis Group believes that effective workplace drug and alcohol policies are a better way of achieving results than drug/alcohol testing and that providing an environment where employees can discuss any drug/alcohol problems they have, with the prospect of gaining help and support will be more effective than a testing regime. Therefore the undertaking of drug / alcohol testing in the workplace will be minimal and used only where we have a reasonable belief that abuse is taking place.

However, the Glenmavis Group has not the internal resources to provide or arrange treatment or other forms of specialist assistance. Such services are provided by GPs, hospitals and other agencies. No special assistance will be given and any decline in work performance and behaviour will be dealt with through the Disciplinary Procedure.

Recognition of a possible alcohol or drug abuse problem

Abuse of alcohol or drugs can affect performance and behaviour at work, i.e. either through serious misconduct at work, (where there is a direct and demonstrable breach of the disciplinary rules regarding alcohol or drug abuse at work), or where there is a falling off of standards of work performance or behaviour, and abuse of alcohol or drugs is a possible cause.

The immediate line manager will be responsible for responding to such situations, carrying out disciplinary investigations and interviews, supported as appropriate by a more senior manager. In such interviews the possible existence of an alcohol or drug abuse problem should be explored. The line manager is not required to diagnose the existence of an alcohol or drug abuse problem, merely to assess whether such abuse is a possible factor.

Any requirements of the disciplinary procedure regarding allowing the member of staff representation will be observed.

Disciplinary Action

In line with the Glenmavis Group's disciplinary rules, the following will be regarded as serious misconduct:

  1. Attending work and/or carrying our duties under the influence of alcohol or drugs.
  2. Consumption of alcohol or drugs whilst on duty (other than where prescribed or approval has been given).

Breach of these rules will normally result in summary dismissal, and only in exceptional cases will either notice or the reduced disciplinary action of a final written warning be applied.

Drug & Alcohol Testing

The Glenmavis Group will ensure that all its employees work within the law. The UK laws on use of drugs and alcohol are clear:

  • It is a criminal offence for certain workers, such as drivers or operators of public transport systems, to be unfit for their work due to taking drugs or alcohol.
  • It is a criminal offence to be unfit to drive, attempt to drive or be in charge of a motor vehicle when under the influence of drugs or alcohol.
  • The possession, supply or production of controlled drugs is unlawful except for in special circumstances (e.g. when they have been prescribed by a doctor).
  • Employees are also legally required to take reasonable care of themselves and to behave in a way that does not pose risks to the health and safety of themselves or others in the workplace. This includes consideration of the effects that intoxication through taking alcohol or drugs may have.

In order to ensure compliance with the law, the Glenmavis Group will implement drug/alcohol testing for certain key jobs. Individuals in these key jobs will be asked to agree to testing as part of their contract of employment. These tests will be carried out pre-employment, as part of a random testing scheme or as a result of an incident. These jobs included:

  • All traffic management staff and managers

To ensure the testing is legal and safe the following arrangements will apply:

  • Testing is only to be carried out as a part of this policy
  • Only trained staff will perform these tests and they will ensure test are completed in a non-invasive way e.g. usually by urine sample, exhalation, hair strand or oral drug testing
  • Samples to be collected under supervised conditions but will respect human dignity
  • Two identical samples are taken either on site or split in the test laboratory
  • Samples to be kept under “Chain of Custody” at all times
  • Screening test for alcohol/common drugs to be carried out on one sample with either positive or negative results
  • Any positive results from screening to be confirmed by approved scientific techniques;
  • Results to be reviewed by an expert and reported back
  • Second sample to be kept for further analysis as part of any appeal by the employee
  • Confidentiality will be maintained at all times

Authorisation

This policy has been accepted by the Glenmavis Group and authorised to take effect from 03/10/2016.

Hugh Smith
Hugh Smith
James Smith
James Smith
Willie Reilly
Willie Reilly