Some policies include a set of physical indicators of misuse, to help managers and employees identify those with possible drug or alcohol problems. However, such a list is included (a comprehensive one is available in the Home Office and the Kent and Hertfordshire Drug Action Teams, Substance Misuse and the Workplace: Updated Training Pack (2005)), it must state that these signs may indicate a problem of another nature.
Responsibilities
Sets out that all staff are responsible for adhering to the policy and reporting any infringement of it. More specific responsibilities for certain members of staff, such as line managers and occupational health, can be explained in more detail under Procedures.
Rules and Procedures
This is where the organisation sets out its rules about drug and alcohol and what will happen if these rules are broken. It can include a straight-forward statement forbidding the consumption, possession, selling or giving away of drugs and alcohol in the workplace, or working under the influence of either.
Basic rules and procedures are set out in the Home Office and the Kent and Hertfordshire Drug Action Teams, Substance Misuse and the Workplace: Updated Training Pack (2005),
- ‘No employee will report for work while under the influence of alcohol or drugs.No employee must possess, consume, sell or give away illegal drugs whilst on duty.
- Nothing in this policy and procedures or their application shall be construed so as to prevent or inhibit the law.
- Employees in safety-critical jobs who are found to be under the influence of drugs or alcohol will be liable for dismissal, regardless of the circumstances.
- Procedures will ensure that all employees are aware of the drug and alcohol policy, its aims and safeguards.
- All employees should be assured that advice, assistance and encouragement will be offered to anyone identified as possibly having a drug or alcohol problem that may adversely affect their work.
- Employees may request help voluntarily, through peers or management, and may bring a trusted colleague or trade union member to discussions foe support.
- The employee will be advised if help is refused or relapse occurs.’(4)
These rules should be supplemented with a detailed procedure of the process that follows the detection of substance misuse. It may not be necessary to detail exact procedures once it becomes a disciplinary issue if these are explained in another personnel document, but it should be stated where these can be found and the procedures up until this point. The question of police involvement is discussed under ‘Confidentiality’.
A number of policies and advice on substance misuse in the workplace include a procedural diagram on how managers should proceed when drug or alcohol misuse has become apparent in an employee. A particularly good example of these is one produced by the Home Office and the Kent and Hertfordshire Drug Action Teams, Substance Misuse and the Workplace: Updated Training Pack (2005). It is advisable, however, to tailor these to individual organisational structures and procedures.
Safeguards
These safeguards have been highlighted by the Health and Safety Executive publication Drug Misuse at Work, a guide for employers (1996) and can be integrated into Disciplinary Procedures
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