Staff Handbook - Policies and Procedures

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CHRIS SEDGEMAN SCAFFOLDING ALCOHOL AND DRUGS MISUSE POLICY We have an obligation under health and safety legislation to maintain a safe working environment for all workers and visitors to our premises. When an employee’s performance or ability to carry out their duties is affected by the misuse of alcohol or drugs we must take steps to ensure the health and safety of the employee, other employees and members of the public is not compromised. Employees also have an obligation under health and safety legislation to take reasonable care of their own health and safety and that of others who may be affected by their acts or omissions at work.

Company policy on drugs and alcohol testing

Introduction

Chris Sedgeman Scaffolding Ltd is committed to maintaining the highest standards of health and safety for employees, contractors, and visitors. This policy is issued by the Board of Directors and must be read, understood, and acknowledged by all employees, sub-contractors, agency workers, and visitors.

Legal and Industry Compliance – This policy complies with: - • Health and Safety at Work etc. Act 1971 • Misuse of Drugs Act 1971 • Transport and Works Act 1992 • Equality Act 2010 • Network Rail Standards; NR/L2/OHS/000120 & 121 • RISQS audit requirement

Policy objectives ➢

The Company recognises the significant risks associated with the use of illegal substances and alcohol, particularly in safety-sensitive environments. Under UK health and safety legislation, the Company has a legal obligation to protect the welfare of its employees and others who may be affected by its operations. This includes assessing risks and implementing reasonable measures to minimise them. ➢ Evidence supports that implementing a robust policy of random alcohol and drug testing can significantly reduce workplace incidents and improve overall employee wellbeing. ➢ Due to the nature of the Company’s operations, including work on safety-critical or client-controlled sites, employees must be free from the influence or after-effects of alcohol and non-prescribed or illegal substances. These expectations are not only grounded in law but also in binding contractual agreements with clients. ➢ If any employee tests positive for drugs or alcohol, whether under internal testing procedures or tests administered by clients or principal contractors, they will be immediately removed from site and prohibited from returning. This may damage client relations and lead to termination of current or future contracts. ▪ These tests are designed to detect the presence of substances at any point prior to the test—not just whether the employee appears fit to work at the time. Therefore, testing positive for prior use is a breach, regardless of apparent performance on the day. ▪ Because of the prevalence of zero-tolerance requirements in client contracts, continued employment following a positive test result is generally not feasible. ▪ Furthermore, if an employee's ability to safely and effectively perform their duties is impaired by drugs or alcohol, the Company is required to act to protect all individuals on site. ▪ Employees are reminded that they have a legal duty under health and safety law to take reasonable care of their own health and safety and that of others affected by their actions or omissions at work Scope : Consumption of alcohol and use or possession of illegal drugs at work The consumption of alcoholic drinks during working hours is strictly forbidden, as is the taking of drugs (other than those prescribed or legally taken for a medical condition). This is a condition of your contract of employment. Intoxication by reason of drink or drugs, and the possession of illegal drugs at work are offences that will be considered to be gross misconduct and will lead to disciplinary action and/or dismissal. ▪ Consumption of and use or possession of illegal drugs outside work. ▪ The taking of drugs (other than those prescribed or legally taken for a medical condition) is strictly forbidden. ▪ Applicants for positions within the company, whether temporary or permanent: Applicants will be required to furnish the company with a negative drug test prior to the commencement of any contract. ▪ A failure to provide a negative test in accordance with the above will be a bar to employment by the company.

Registered Office: Unit 2A Longrock Industrial Estate, Penzance, Cornwall. TR20 8HX Company Reg. No. 04124350 VAT Reg. No. 684598666 UTR No. 24386 09541

This is a controlled document

Alcohol and Drug Misuse Policy V6 30/6/25 Rev 30/6/26