Drug & Alcohol Policy
Being under the influence of alcohol or drugs can seriously impair an individual’s judgement and reactions leading to an increased risk of accidents and injuries occurring.
The aim of this policy is to ensure the safety of all employees, workers, and visitors by having clear rules in place regarding use and possession of alcohol and drugs, and to support those who have reported a problem with alcohol or drug dependence.
For the purpose of the policy, alcohol dependence is defined as:
“The habitual drinking of intoxicating liquor by an employee, whereby the employee’s ability to perform his/her duties is impaired or his/her attendance at work is interfered with, or he/she endangers the safety of others”.
Drug dependence is defined as:
“The habitual taking of drugs by an employee other than drugs prescribed as medication, whereby the employee’s ability to perform his/her duties is impaired, or his/her attendance at work is interfered with, or he/she endangers the safety of others”.
All employees and workers will be treated consistently and fairly in line with this policy.
The rules on alcohol and drugs will be strictly enforced.
Those who admit to having a problem with alcohol or drugs shall be fully supported by their line manager. Employees with an illness related to alcohol or drugs are encouraged to disclose this at the
earliest opportunity to ensure support and help with treatment.
Line Managers are supervisors are to receive drug & alcohol awareness training to spot the signs of drug & alcohol dependency at the earliest opportunity.
All matters concerning alcohol and drugs shall be treated as confidential.
This policy is designed to comply with relevant legislation such as the Health and Safety at
Work Act 1974 and the Misuse of Drugs Act 1971.
The Company’s alcohol and drugs policy applies to all employees.
The rules laid out in this policy apply to all employees, workers and contractors.
Misconduct in relation to alcohol and drugs will be dealt with in relation to the disciplinary policy.
Poor performance in relation to alcohol and drugs will be dealt with in line with the capability policy.
Problems with attendance or a long-term alcohol/drugs related illness will be managed in line with the sickness absence policy and the capability policy.
The Company’s policy is that during working hours and at all times whilst on work premises employees must be free from the influence of drugs or alcohol. This will help to ensure the health and safety of employees and others with whom they come into contact, to maintain the efficient and effective operation of the business, and to ensure customers receive the service they require.
For those reasons, the following rules will be strictly enforced.
No employee, shall –
Report or try to report for work when unfit* due to alcohol or drugs (whether illegal or not) or to substance abuse;
Be in possession of alcohol or illegal drugs** in the workplace;
Supply others with illegal drugs** in the workplace;
Supply others with alcohol in the workplace
Consume alcohol or illegal drugs or abuse any substance whilst at work.
*Whether an employee is fit for work is a matter for the reasonable opinion of management.
**Illegal drugs include but are not limited to heroin, cannabis/marijuana, cocaine, ecstasy and amphetamines
In addition, employees:
Ensure they are aware of the side effects of any prescription drugs;
Advise their line manager or a member of the management team immediately of any side effects of prescription drugs, which may affect work performance or the health and safety of themselves or others. For example, drowsiness.
Contravention of these rules is gross misconduct and the Company will take disciplinary action for any breach of these rules, which may include summary dismissal When there is reasonable belief that an individual is under the influence of alcohol or drugs on reporting for work or during the course of work, (for example if there was a strong smell of alcohol on
the person’s breath), they must be sent home immediately. A search may also be carried out in line with the Company’s Staff Search policy.
In addition, possession of or dealing in illegal drugs on Company premises will, without exception, be reported to the Police.
Testing & Screening
An alcohol / drugs screening test may be carried out if appropriate, in cases where the employee has been involved in a workplace accident or any incident that has caused or could have caused a danger to health & safety. Testing will also be carried out where management or client has the grounds to believe or suspect that the employee is or may be under the influence of drugs or alcohol. Random testing may also be carried out by a trained person.
Our clients may have their own drugs and alcohol policy on site that GMS staff will adhere to if working at the client’s site.
Refusing a Test
Refusal to undergo a test will normally be deemed an act of gross misconduct.
Refusing to take a test includes, but is not limited to:
Failure to consent to a test
Failure to cooperate with any part of the testing process
Failure to appear for testing at a collection site at the time allotted
Leaving the scene of an incident in which a serious injury or fatality has occurred, without just cause and without submitting to a test
Results of Testing
Drugs – If a drug is detected in the donor’s sample, medical or otherwise, a non-negative screening the result will require further laboratory analysis to be confirmed as a negative or positive drug result. An employee or contractor will be in breach of this policy if they receive a laboratory verified positive test result that is inconsistent with the use of medication.
Alcohol – A positive alcohol test result will be recorded if alcohol is detected in the donor’s breath sample at a concentration equal to or above 35 micrograms of alcohol per 100 millilitres of breath in two consecutive breath tests. An employee or contractor will be in breach of this policy if they receive a positive Alcohol test result.
Action Following a Positive Alcohol Test Result & Non-Negative Drug Result
An employee or contractor may be considered to be unfit for duty if a positive alcohol test result is recorded or non-negative drug result.
Help and support
The Company will endeavour to ensure that advice and help are made available to any employee who feels they have a problem with alcohol or drug misuse. In the first instance, individuals will be encouraged to seek help from their General Practitioner.
It may occasionally be necessary to request that the employee refrains from work temporarily, or undertakes restricted duties to ensure their own safety and that of others.
The Company may also allow additional unpaid time off for employees to obtain treatment or attend support groups.
Any employee who seeks the assistance of the Company in finding treatment for a drug or alcohol the problem has the Company’s complete assurance of confidentiality.
Reviewed & Authorised by:
Mr Neil Male
CEO – GMS Group