Alcohol and Drugs Policy
Alcohol and Drugs Policy
1. Alcohol and Drugs Statement
• CCH Recruitment is committed to protecting its colleagues and our business interests from the negative impacts of substance abuse, including the impact on the health and health and safety of our colleagues.
• We aim to take a supportive approach whilst taking necessary measures to manage the potential risks posed by alcohol and/or drugs.
2. Alcohol in the workplace
• Colleagues are not permitted to be under the influence or effects of alcohol in the workplace. This means arriving for work with little or no alcohol in their blood and not hung over or impaired in any way. It also means not drinking alcohol in the workplace including during breaks or when not actually working.
• If you are suspected of being under the influence of alcohol during work, or when you arrive for work, you may be sent home on paid leave and may face disciplinary action. If we suspect that you have driven a vehicle or operated machinery whilst over the legal limit, the police may be called and alternative arrangements will be made for your transport home.
• There are circumstances where you may be allowed to drink limited quantities of alcohol during work. This may include during business or social lunches or during social work-related functions. Managers are responsible for giving guidance to colleagues as to what is and what is not acceptable and you are encouraged to ask if you are unsure.
• Where alcohol is permitted, we would still expect you to demonstrate responsible behaviour and not to act in a way that could have a detrimental effect on health and safety, your dignity or that of others, our business relationships and/or our reputation.
• If you entertain clients/customers or represent CT at external events where alcohol is served, you are considered to be "at work" regardless of whether this is outside normal working hours. Consequently, we will expect you to remain professional and fit for work at all times.
• Alcohol must not be brought on to work premises or stored there and breach of this provision is regarded as misconduct.
3. Drugs in the workplace
• It is a criminal offence to use, possess or deal in any controlled substances and any colleague caught on our premises involved in any of those activities will normally be dismissed for gross misconduct. We operate a ‘zero tolerance’ policy when it comes to controlled substances and may report the matter to the police where we consider this to be appropriate.
• Certain prescribed drugs/medication may have an impact on your ability to perform your role and you are encouraged to discuss any issues with your doctor/consultant and, if necessary, report the fact that you are taking prescribed drugs/medication to your manager. You may also discuss this in confidence with Occupational Health if you would like to do so.
4. Providing Support
• We appreciate that alcohol and drug-related problems may develop for a variety of reasons and over a period of time. We also appreciate that these are sensitive matters that people may find difficult to discuss. We will provide support to colleagues affected by alcohol and drug related problems in so far as we reasonably can.
• Where alcohol and drug-related problems are seriously impacting your attendance and/or your ability to perform your role we will discuss this with you. Where possible, we will look for solutions (including medical or other health related support, alternative role(s) and/or flexible working options) but, if the concerns cannot be satisfactorily addressed, we may bring your employment to an end.
• Dismissal would generally only be considered where we believe that the situation is having a significant impact on your attitude, behaviour, attendance and/or performance. In these circumstances you will be advised of our concerns and action will be taken in accordance with the appropriate procedure.
5. Co-operation
• All colleagues have a duty to cooperate with any investigations into concerns about alcohol and drug misuse and are reminded that the use of alcohol and/or drugs in the workplace could pose a serious health and safety risk to others.
• If you have concerns about the well-being of your colleagues in relation to substance abuse, you are encouraged to raise your concerns with your manager, or a more senior manager, or a member of the People team.
6. Confidentiality
• We aim to ensure that the confidentiality of any colleague experiencing alcohol or drug-related problems is maintained appropriately by managers and supervisors. However, in supporting colleagues, some degree of information sharing is likely to be necessary. You will be informed of what information is disclosed and to whom.
7. Responsibility and review of this policy
• This policy applies to all levels within the business regardless of seniority or status. However, it is not contractual and does not form part of your contract of employment.
• Managers are responsible for ensuring that colleagues and others (contractors, agency workers, temps etc) for whom they are responsible are clear as to our expectations regarding the misuse of alcohol and drugs in the workplace. They are also responsible for ensuring that any issues are addressed promptly and in accordance with this policy.