________
SUBSTANCE ABUSE POLICY
ABOUT THIS POLICY
1. We view our employees as our most valuable resource, and as such, their health and welfare is of the utmost importance. The Company is committed to sustaining secure, productive, and healthy working conditions for our entire workforce. The abuse of drugs and alcohol has the potential to harm our employees' health and, by implication, jeopardise the success of our business. The Company is aware of the impact that both alcohol and drugs can have on an individual's ability to work correctly and safely. Hence, The Company strives to create a workplace that is free from the inappropriate use of substances and where employees can perform their duties in a safe and effective manner. The Company is aware that in certain situations, alcohol or substance abuse can be an illness.
2. All employees must also exercise reasonable care for themselves and others who may be affected by their work.
3. There are frequently indicators that someone has a problem, among which include:
3.1. a decline in work performance;
3.2. poor attendance;
3.3. unreliability;
3.4. inexplicable injuries; and
3.5. alterations in behaviour, such as, irritability and inability to concentrate.
4. This policy is intended to prevent and treat problems caused by inappropriate alcohol consumption and drug use in the workplace, given the potential risks to the health and safety of alcohol and drug users and their coworkers if an alcohol or drug-relayed problem is left untreated.
5. This policy will be reviewed regularly to ensure its effectiveness. It has also been agreed upon following consultation with the following bodies:
________
6. Any employee with concerns about any aspect of this policy or its implementation should contact their manager (or a senior manager) to discuss their concerns in the first instance or report the matter via the whisteblowing hotline.
WHO IS RESPONSIBLE FOR THE ENFORCEMENT OF THIS POLICY
7. The Company's board of directors shall bear overall responsibility for the implementation of this policy. The oversight of its implementation has been delegated to the following person: ________.
8. Managers are responsible for:
8.1. promoting and assuring the effective implementation of the policy within their teams;
8.2. ensuring that they comprehend their responsibilities for actions in accordance with the policy and for maintaining confidentiality in order to ensure consistence in approach;
8.3. receiving and completing appropriate training when offered; and
8.4. recognising the signs of alcohol and substance abuse and handling individual cases according to this policy.
9. All employees are expected to:
9.1. take personal responsibility for their own alcohol consumption and/or drug abuse; and
9.2. work with management to assist any coworker with an alcohol or drug use problem.
OBJECTIVES OF THIS POLICY
10. To inform all employees of the hazards associated with consuming alcohol and using non-prescription drugs, as well as to promote good practice and a gradual shift in behaviour and attitude regarding use.
11. To encourage and assist employees who suspect or know they have an alcohol or substance problem to seek early assistance and treatment.
12. When appropriate, refer an employee to an appropriate agency or department for assessment and, if necessary, specialist assistance.
13. To ensure that employees with alcohol or drug-related issues affecting their work are treated with compassion, fairness, and consistency.
APPLICATION OF THIS POLICY
14. This policy shall apply to all employees within the Company.
15. Under this policy, the term "drug" includes:
15.1. substances referred to as "controlled drugs" and contained in the Misuse of Drugs Act 1971;
15.2. prescribed and over-the-counter drugs when misused;
15.3. solvents and any other similar substances; and
15.4. psychoactive drugs and new psychoactive substances (formerly known as "legal highs") (even where these may not be banned under the Misuse of Drugs Act 1971).
16. All employees are required to read this policy and adhere to its regulations. In addition to the Company's employees, all agency personnel, contractors, and consultants working for, at or on behalf of the Company must adhere to the requirements of this policy.
17. This policy is not otherwise part of any employment contract and has no other contractual effect. The Company reserves the right to make periodic additions or modifications to the policyfollowing appropriate consultation with staff representatives.
COMPANY RULES ON ALCOHOL AND DRUGS
18. Alcohol and drug use can result in reduced levels of attendance at work, decreased productivity and performance, impaired judgement and decision-making, and increased risks to the health and safety of the individual and others, including, in severe cases, the risk of death and serious injury. In some instances, this may result in criminal prosecution or other action, which may in turn harm the Company's reputation and business.
19. All employees are expected to arrive at work fit to perform their duties and to remain so throughout the working day, without any limitation or impairments resulting from the use or aftereffects of alcohol or drugs.
20. The Company's rules regarding alcohol and narcotics on the job are contained in ________.
VOLUNTARY REFERRALS
21. An employee may seek assistance for substance and/or alcohol issues on a wholly voluntarily basis. Any employee who suspects they have an alcohol and/or substance problem should seek assistance from a specialist without delay. The employee can access this help through:
________
The HR department is available to initiate such help if requested.
22. If an employee voluntarily requests assistance from The HR department, before management becomes aware of poor work performance, The HR department will keep the matter confidential. If an employee requires time off for a recovery programe, or if there is a need to alter the employee's duties or working environment, the employee's superior must be notified.
OTHER CASES OF NEED FOR REFERRAL
23. A manager may identify an employee as having poor health, attendance or work performance, which may be attributable to a drug or alcohol problem.
24. Any employee who suspects a coworker has a drug or alcohol problem should, if they deem it appropriate, encourage them to seek assistance from their manager, the HR department, following the process outlined earlier in this policy. If the coworker is unwilling to seek assistance, the employee should bring their concerns to the employee's manager in confidence.
25. When making the initial referral, the manager will compile accurate, confiential records of the pertinent matters, such as instances of poor performance or other issues. The manager should refer the issue to the HR department, which is available to provide managers and employees with advice and assistance as needed.
26. The manager will schedule and interview with the affected employee, the objective of which is to:
26.1. discuss with the employee their deteriorating work and/or behaviour and ask if they wish to comment on the cause(s) and whether it could be due to a health issue.
26.2. inform the employee of the potential disciplinary repercussions of continuing the current pattern of work/behaviour.
26.3. if appropriate, refer the employee for medical advice to ________; and
26.4. determine if disciplinary action will be taken for any incident that prompted the initial referral.
27. if the employee declines the offer of referral to ________, the manager should conduct a thorough evaluation to determine whether it is appropriate to refer the matter potential disciplinary action at that time.
URGENT SITUATION
28. 52 5 2525225 558 525822 22 8288282 2552 52 22282222 88 52525 252 822852282 22 5882528 25 55528 52 522 2822 85882 52 8252, 252 2525225 8888 82225852282 8222582 252 88 5225522222 82 2552 252 22282222 852 5282882 52252258522 5888825282 525 52 8282828252822 852 82 822558225.
MEDICAL EXAMINATION
29. If the Company suspects that any of the aforementioned provisions have been violated or that an employee's work performance or conduct has been impaired by drug or alcohol abuse, the Company may require the employee to undertake a medical examination to determine the source of the problem.
30. If a medical examination reveals that the employee does not have an underlying drug or alcohol problem, the will continue to handle the situation in accordance with its dismissal and disciplinary procedure.
31. If, following a medical examination, it is confirmed that the employee has tested positive for a controlled substance, or if the employee admits to having a drug and/or alcohol problem, the company reserves the right to suspend the employee on full pay pending a determination of whether to follow the dismissal and disciplinary procedure or to refer the employee for treatment and rehabilitation pursuant to the precedent paragraphs.
SUPPORT AVAILABLE
32. The Company acknowledges that an alcohol and/or substance problem may develop for a variety of reasons and may be a disease to be treated similarly to any other disease. The purpose of this policy is to facilitate a thorough return to employment for those referred for treatment under it. In addition to referrals for medical and/or specialist treatment, as described in the subsequent paragraphs, the support provided may include the following:
32.1. authorised absence from work for an approved treatment, regarded as sick leave, in compliance with the Company's sickness and attendance policy procedure; or
32.2. putting on hold any disciplinary action or review of performance so that a treatment plan can be carried out; or
32.3. adjusting your duties or hours of work or giving other help, as suggested by treatment providers, during treatment and for a set amount of time after it ends, as long as it doesn't interfere with operations.
33. If an employee refuses to accept a referral for assessment and/or specialist help, or if they stop getting help before it's finished to their satisfaction, or if their recovery and return to work don't go as planned, or if they have a second or subsequent relapse after being encouraged and/or helped by an organisation, the HR department or the employee's manager will meet with them to decide what to do next. This could mean getting fired for being sick (if that's the right thing to do) or being punished according to the company's disciplinary and dismissal procedure.
REFERRAL
34. If an employee agrees to be evaluated by ________ or another treatment provider, the manager should call the HR department right away to set up an appointment.
35. The manager should agree on when to meet regularly to check on progress and talk about any new problems that mae arise.
36. if ________ does not confirm the existence of an alcohol or drug-related problem or any other health problem in which it may become involved, the manager should conduct a thorough evaluation of the situation and determine if disciplinary action is warranted.
37. If ________ confirms the existence of an alcohol or drug-related issue, it will, if necessary, refer the employee to a specialised agency. If the employee rejects ________ offer of referral, the manager should evaluate the situation thoroughly and determine whether it is appropriate to refer the matter for potential disciplinary action in relation to the initial incident(s).
38. The specialised agency could suggest an in-patient, day-care, out-patient, or at-home treatment programe.
39. If the employee rejects the treatment programe offered by the specialist agency, ________ will notify the manager, who should conduct a thorough evaluation of the situation and determine whether to refer the matter for possible disciplinary action in relation to the initial incident(s).
40. If the employee agrees to the treatment plan provided by the specialist agency and is deemed unable to perform their job, ________ should notify the manager that the employee has an issue affecting their work performance, stating the recommended duration of their absence. It may be suggested that reassignment to a different work area could allow the employee to continue working.
41. After completing the recommended course of treatment, manager should conduct an interview with the employee to convey future expectations for work performance and/or conduct. It must be emphasized that disciplinary action can be initiated or resumed at any time if any employee's work performance or conduct justifies such action.
42. The employee may be placed on sick leave, subject to and in accordance with the Company's sickness and attendance policy, if ________ determines that a return to post or continuation in post poses a risk of recurrence of the problem, or jeopardises the health and/or safety of staff and/or the general public.
43. In the event that the employee decides to discontinue the treatment program or if the treatment agency discontinues it due to lack of progress, ________ must notify the manager. Subsequently, the manager should conduct an interview with the employee to assess whether the situation warrants consideration of disciplinary measures.
SEARCHES
44. In order to monitor compliance with this policy, the Company reserves the right to search any employee and/or any employee property on the Company's premises and/or an employee's work space and/or an employee's company car and its contents at any time if an employee's manager suspects that Company rules are being violated.
45. As much as possible, any search will be done in private by a senior manager, with a member of the HR department there to record it on video. The employee may choose to have a witness present at the search.
46. If an employee does not want to help with the search, this will be regarded as gross misconduct and will lead to disciplinary action.
47. If the employer wants to search because they suspect an offence has been or might have been committed and the employee refuses to let them, the employer can call the police, who may do their own search.
48. If alcohol or drugs are found during a search, they will be taken away, recorded, and kept safe until they are given to the police or disposed, whichever comes first. Any illegal drugs that are found will be reported to the police.
DRUGS AND ALCOHOL SCREENING
49. So that policy can be put into place and run smoothly, the Company reserves the right to ask certain employees to take alcohol and/or drug screening tests when needed. These employees are:
49.1. all applicants for the position of________
49.2. all employees who are required to have annual medical checks;
49.3. anyone who has been in a workplace accident or had an incident that could have put health and safety at risk;
49.4. anyone who management has a good reason to think or suspect is or might be under the influence of drugs or alcohol, or whose work has been affected by drug or alcohol use.
50. Random drug and alcohol tests will be done on staff who work in safety-critical jobs, such as those whose duties include the following:
________
51. Employees are advised that just because they are asked to take a drug or alcohol test does not mean they are suspected of doing something wrong.
52. When testing is done, the individual will be asked to sign a written permission slip. If an employee does not give permission or refuses to give a sample of urine, blood, hair, or another sample when it is reasonable to do so, it will be seen as a violation of the employee's contract and could lead to disciplinary action.
53. Screening tests will be run by a professional outside service that meets the right standards, and the results will not be interpreted by that service. Staff will have access to a copy of any sample taken, so if they want, they can have it analysed by someone else. Other plans for screening will be discussed with the affected staff members at the time.
54. When screening for alcohol, a blood-alcohol level of ________ or above will usually lead to disciplinary action.
CONFIDENTIALITY
55. 552 8222522 85228 22 2522 8552 2552 522 82225252822 58252 55822822 25 5552 582 82528 2588522 58 2585 58 22888882. 852 82 8222 85828, 82 8888 82 822252522 22 822252 52 22282222'8 2525225 525 ________ 58252 5882528 25 5552 25288228 82 2552 82522 852 222 252 5282 2522 2225.
56. 52 52 22282222 2228 22 252 88 5225522222 525 852 888528 22 2222 2522258 822285222858 2522 25285 2525225 525 8288252528, 852585 558882 252 88 5225522222 52 252 2822. 822285222858822 8888 82 2222 528288 252 52828522 82522 258228 25252 88 5 2225 525822 22 25822 2552 225, 2255 828252258, 25 22525 222282 82585 82 82 552225, 25 82 25252 88 8222 22525 882 5882 22 252 85882288 22 252 8222522. 52 2588 8582, 225 8888 82 58225 22 2288 2255 2525225 525 28822 2822 22 52 82 822252 52828522 82522 8222582 2255 2525225 58528282.
ADDITIONAL INFORMATION AND SUPPORT SOURCES
57. There are a number of groups that can give you information and help, such as:
57.1. Drinkline - a government-funded free service. Helpline: 0300 123 1110. Website: www.drinkline.co.uk.
57.2. Talk to FRANK - a government-funded free service, previously the National Drugs Helpline. Helpline: 0300 123 6600. Website: www.talktofrank.com.
57.3. Alcoholics Anonymous - a self-help group, that provides free service, for people who acknowledge they cannot handle alcohol. Helpline: 0800 917 7650. Website: www.alcoholic-anonymous.org.uk
57.4. Narcotics Anonymous - a self-help group, that provides free service, for people who want to stop using drugs. Helpline: 0300 999 1212. Website: www.ukna.org.
57.5. Cocaine Anonymous - national self-help group specifically for cocaine users. Helpline: 0800 612 0225. Website: www.cocaineanonymous.org.uk.
57.6. Adfam National - an organisation that works with and on behalf of families affected by drug and alcohol problems. Website: www.adfam.org.uk.
This Substance Abuse Policy has been implemented following review and endorsement by all levels of management.
Date: ________
Signed: ______________________
________, ________
________
SUBSTANCE ABUSE POLICY
ABOUT THIS POLICY
1. We view our employees as our most valuable resource, and as such, their health and welfare is of the utmost importance. The Company is committed to sustaining secure, productive, and healthy working conditions for our entire workforce. The abuse of drugs and alcohol has the potential to harm our employees' health and, by implication, jeopardise the success of our business. The Company is aware of the impact that both alcohol and drugs can have on an individual's ability to work correctly and safely. Hence, The Company strives to create a workplace that is free from the inappropriate use of substances and where employees can perform their duties in a safe and effective manner. The Company is aware that in certain situations, alcohol or substance abuse can be an illness.
2. All employees must also exercise reasonable care for themselves and others who may be affected by their work.
3. There are frequently indicators that someone has a problem, among which include:
3.1. a decline in work performance;
3.2. poor attendance;
3.3. unreliability;
3.4. inexplicable injuries; and
3.5. alterations in behaviour, such as, irritability and inability to concentrate.
4. This policy is intended to prevent and treat problems caused by inappropriate alcohol consumption and drug use in the workplace, given the potential risks to the health and safety of alcohol and drug users and their coworkers if an alcohol or drug-relayed problem is left untreated.
5. This policy will be reviewed regularly to ensure its effectiveness. It has also been agreed upon following consultation with the following bodies:
________
6. Any employee with concerns about any aspect of this policy or its implementation should contact their manager (or a senior manager) to discuss their concerns in the first instance or report the matter via the whisteblowing hotline.
WHO IS RESPONSIBLE FOR THE ENFORCEMENT OF THIS POLICY
7. The Company's board of directors shall bear overall responsibility for the implementation of this policy. The oversight of its implementation has been delegated to the following person: ________.
8. Managers are responsible for:
8.1. promoting and assuring the effective implementation of the policy within their teams;
8.2. ensuring that they comprehend their responsibilities for actions in accordance with the policy and for maintaining confidentiality in order to ensure consistence in approach;
8.3. receiving and completing appropriate training when offered; and
8.4. recognising the signs of alcohol and substance abuse and handling individual cases according to this policy.
9. All employees are expected to:
9.1. take personal responsibility for their own alcohol consumption and/or drug abuse; and
9.2. work with management to assist any coworker with an alcohol or drug use problem.
OBJECTIVES OF THIS POLICY
10. To inform all employees of the hazards associated with consuming alcohol and using non-prescription drugs, as well as to promote good practice and a gradual shift in behaviour and attitude regarding use.
11. To encourage and assist employees who suspect or know they have an alcohol or substance problem to seek early assistance and treatment.
12. When appropriate, refer an employee to an appropriate agency or department for assessment and, if necessary, specialist assistance.
13. To ensure that employees with alcohol or drug-related issues affecting their work are treated with compassion, fairness, and consistency.
APPLICATION OF THIS POLICY
14. This policy shall apply to all employees within the Company.
15. Under this policy, the term "drug" includes:
15.1. substances referred to as "controlled drugs" and contained in the Misuse of Drugs Act 1971;
15.2. prescribed and over-the-counter drugs when misused;
15.3. solvents and any other similar substances; and
15.4. psychoactive drugs and new psychoactive substances (formerly known as "legal highs") (even where these may not be banned under the Misuse of Drugs Act 1971).
16. All employees are required to read this policy and adhere to its regulations. In addition to the Company's employees, all agency personnel, contractors, and consultants working for, at or on behalf of the Company must adhere to the requirements of this policy.
17. This policy is not otherwise part of any employment contract and has no other contractual effect. The Company reserves the right to make periodic additions or modifications to the policyfollowing appropriate consultation with staff representatives.
COMPANY RULES ON ALCOHOL AND DRUGS
18. Alcohol and drug use can result in reduced levels of attendance at work, decreased productivity and performance, impaired judgement and decision-making, and increased risks to the health and safety of the individual and others, including, in severe cases, the risk of death and serious injury. In some instances, this may result in criminal prosecution or other action, which may in turn harm the Company's reputation and business.
19. All employees are expected to arrive at work fit to perform their duties and to remain so throughout the working day, without any limitation or impairments resulting from the use or aftereffects of alcohol or drugs.
20. The Company's rules regarding alcohol and narcotics on the job are contained in ________.
VOLUNTARY REFERRALS
21. An employee may seek assistance for substance and/or alcohol issues on a wholly voluntarily basis. Any employee who suspects they have an alcohol and/or substance problem should seek assistance from a specialist without delay. The employee can access this help through:
________
The HR department is available to initiate such help if requested.
22. If an employee voluntarily requests assistance from The HR department, before management becomes aware of poor work performance, The HR department will keep the matter confidential. If an employee requires time off for a recovery programe, or if there is a need to alter the employee's duties or working environment, the employee's superior must be notified.
OTHER CASES OF NEED FOR REFERRAL
23. A manager may identify an employee as having poor health, attendance or work performance, which may be attributable to a drug or alcohol problem.
24. Any employee who suspects a coworker has a drug or alcohol problem should, if they deem it appropriate, encourage them to seek assistance from their manager, the HR department, following the process outlined earlier in this policy. If the coworker is unwilling to seek assistance, the employee should bring their concerns to the employee's manager in confidence.
25. When making the initial referral, the manager will compile accurate, confiential records of the pertinent matters, such as instances of poor performance or other issues. The manager should refer the issue to the HR department, which is available to provide managers and employees with advice and assistance as needed.
26. The manager will schedule and interview with the affected employee, the objective of which is to:
26.1. discuss with the employee their deteriorating work and/or behaviour and ask if they wish to comment on the cause(s) and whether it could be due to a health issue.
26.2. inform the employee of the potential disciplinary repercussions of continuing the current pattern of work/behaviour.
26.3. if appropriate, refer the employee for medical advice to ________; and
26.4. determine if disciplinary action will be taken for any incident that prompted the initial referral.
27. if the employee declines the offer of referral to ________, the manager should conduct a thorough evaluation to determine whether it is appropriate to refer the matter potential disciplinary action at that time.
URGENT SITUATION
28. 52 5 2525225 558 525822 22 8288282 2552 52 22282222 88 52525 252 822852282 22 5882528 25 55528 52 522 2822 85882 52 8252, 252 2525225 8888 82225852282 8222582 252 88 5225522222 82 2552 252 22282222 852 5282882 52252258522 5888825282 525 52 8282828252822 852 82 822558225.
MEDICAL EXAMINATION
29. If the Company suspects that any of the aforementioned provisions have been violated or that an employee's work performance or conduct has been impaired by drug or alcohol abuse, the Company may require the employee to undertake a medical examination to determine the source of the problem.
30. If a medical examination reveals that the employee does not have an underlying drug or alcohol problem, the will continue to handle the situation in accordance with its dismissal and disciplinary procedure.
31. If, following a medical examination, it is confirmed that the employee has tested positive for a controlled substance, or if the employee admits to having a drug and/or alcohol problem, the company reserves the right to suspend the employee on full pay pending a determination of whether to follow the dismissal and disciplinary procedure or to refer the employee for treatment and rehabilitation pursuant to the precedent paragraphs.
SUPPORT AVAILABLE
32. The Company acknowledges that an alcohol and/or substance problem may develop for a variety of reasons and may be a disease to be treated similarly to any other disease. The purpose of this policy is to facilitate a thorough return to employment for those referred for treatment under it. In addition to referrals for medical and/or specialist treatment, as described in the subsequent paragraphs, the support provided may include the following:
32.1. authorised absence from work for an approved treatment, regarded as sick leave, in compliance with the Company's sickness and attendance policy procedure; or
32.2. putting on hold any disciplinary action or review of performance so that a treatment plan can be carried out; or
32.3. adjusting your duties or hours of work or giving other help, as suggested by treatment providers, during treatment and for a set amount of time after it ends, as long as it doesn't interfere with operations.
33. If an employee refuses to accept a referral for assessment and/or specialist help, or if they stop getting help before it's finished to their satisfaction, or if their recovery and return to work don't go as planned, or if they have a second or subsequent relapse after being encouraged and/or helped by an organisation, the HR department or the employee's manager will meet with them to decide what to do next. This could mean getting fired for being sick (if that's the right thing to do) or being punished according to the company's disciplinary and dismissal procedure.
REFERRAL
34. If an employee agrees to be evaluated by ________ or another treatment provider, the manager should call the HR department right away to set up an appointment.
35. The manager should agree on when to meet regularly to check on progress and talk about any new problems that mae arise.
36. if ________ does not confirm the existence of an alcohol or drug-related problem or any other health problem in which it may become involved, the manager should conduct a thorough evaluation of the situation and determine if disciplinary action is warranted.
37. If ________ confirms the existence of an alcohol or drug-related issue, it will, if necessary, refer the employee to a specialised agency. If the employee rejects ________ offer of referral, the manager should evaluate the situation thoroughly and determine whether it is appropriate to refer the matter for potential disciplinary action in relation to the initial incident(s).
38. The specialised agency could suggest an in-patient, day-care, out-patient, or at-home treatment programe.
39. If the employee rejects the treatment programe offered by the specialist agency, ________ will notify the manager, who should conduct a thorough evaluation of the situation and determine whether to refer the matter for possible disciplinary action in relation to the initial incident(s).
40. If the employee agrees to the treatment plan provided by the specialist agency and is deemed unable to perform their job, ________ should notify the manager that the employee has an issue affecting their work performance, stating the recommended duration of their absence. It may be suggested that reassignment to a different work area could allow the employee to continue working.
41. After completing the recommended course of treatment, manager should conduct an interview with the employee to convey future expectations for work performance and/or conduct. It must be emphasized that disciplinary action can be initiated or resumed at any time if any employee's work performance or conduct justifies such action.
42. The employee may be placed on sick leave, subject to and in accordance with the Company's sickness and attendance policy, if ________ determines that a return to post or continuation in post poses a risk of recurrence of the problem, or jeopardises the health and/or safety of staff and/or the general public.
43. In the event that the employee decides to discontinue the treatment program or if the treatment agency discontinues it due to lack of progress, ________ must notify the manager. Subsequently, the manager should conduct an interview with the employee to assess whether the situation warrants consideration of disciplinary measures.
SEARCHES
44. In order to monitor compliance with this policy, the Company reserves the right to search any employee and/or any employee property on the Company's premises and/or an employee's work space and/or an employee's company car and its contents at any time if an employee's manager suspects that Company rules are being violated.
45. As much as possible, any search will be done in private by a senior manager, with a member of the HR department there to record it on video. The employee may choose to have a witness present at the search.
46. If an employee does not want to help with the search, this will be regarded as gross misconduct and will lead to disciplinary action.
47. If the employer wants to search because they suspect an offence has been or might have been committed and the employee refuses to let them, the employer can call the police, who may do their own search.
48. If alcohol or drugs are found during a search, they will be taken away, recorded, and kept safe until they are given to the police or disposed, whichever comes first. Any illegal drugs that are found will be reported to the police.
DRUGS AND ALCOHOL SCREENING
49. So that policy can be put into place and run smoothly, the Company reserves the right to ask certain employees to take alcohol and/or drug screening tests when needed. These employees are:
49.1. all applicants for the position of________
49.2. all employees who are required to have annual medical checks;
49.3. anyone who has been in a workplace accident or had an incident that could have put health and safety at risk;
49.4. anyone who management has a good reason to think or suspect is or might be under the influence of drugs or alcohol, or whose work has been affected by drug or alcohol use.
50. Random drug and alcohol tests will be done on staff who work in safety-critical jobs, such as those whose duties include the following:
________
51. Employees are advised that just because they are asked to take a drug or alcohol test does not mean they are suspected of doing something wrong.
52. When testing is done, the individual will be asked to sign a written permission slip. If an employee does not give permission or refuses to give a sample of urine, blood, hair, or another sample when it is reasonable to do so, it will be seen as a violation of the employee's contract and could lead to disciplinary action.
53. Screening tests will be run by a professional outside service that meets the right standards, and the results will not be interpreted by that service. Staff will have access to a copy of any sample taken, so if they want, they can have it analysed by someone else. Other plans for screening will be discussed with the affected staff members at the time.
54. When screening for alcohol, a blood-alcohol level of ________ or above will usually lead to disciplinary action.
CONFIDENTIALITY
55. 552 8222522 85228 22 2522 8552 2552 522 82225252822 58252 55822822 25 5552 582 82528 2588522 58 2585 58 22888882. 852 82 8222 85828, 82 8888 82 822252522 22 822252 52 22282222'8 2525225 525 ________ 58252 5882528 25 5552 25288228 82 2552 82522 852 222 252 5282 2522 2225.
56. 52 52 22282222 2228 22 252 88 5225522222 525 852 888528 22 2222 2522258 822285222858 2522 25285 2525225 525 8288252528, 852585 558882 252 88 5225522222 52 252 2822. 822285222858822 8888 82 2222 528288 252 52828522 82522 258228 25252 88 5 2225 525822 22 25822 2552 225, 2255 828252258, 25 22525 222282 82585 82 82 552225, 25 82 25252 88 8222 22525 882 5882 22 252 85882288 22 252 8222522. 52 2588 8582, 225 8888 82 58225 22 2288 2255 2525225 525 28822 2822 22 52 82 822252 52828522 82522 8222582 2255 2525225 58528282.
ADDITIONAL INFORMATION AND SUPPORT SOURCES
57. There are a number of groups that can give you information and help, such as:
57.1. Drinkline - a government-funded free service. Helpline: 0300 123 1110. Website: www.drinkline.co.uk.
57.2. Talk to FRANK - a government-funded free service, previously the National Drugs Helpline. Helpline: 0300 123 6600. Website: www.talktofrank.com.
57.3. Alcoholics Anonymous - a self-help group, that provides free service, for people who acknowledge they cannot handle alcohol. Helpline: 0800 917 7650. Website: www.alcoholic-anonymous.org.uk
57.4. Narcotics Anonymous - a self-help group, that provides free service, for people who want to stop using drugs. Helpline: 0300 999 1212. Website: www.ukna.org.
57.5. Cocaine Anonymous - national self-help group specifically for cocaine users. Helpline: 0800 612 0225. Website: www.cocaineanonymous.org.uk.
57.6. Adfam National - an organisation that works with and on behalf of families affected by drug and alcohol problems. Website: www.adfam.org.uk.
This Substance Abuse Policy has been implemented following review and endorsement by all levels of management.
Date: ________
Signed: ______________________
________, ________
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