Staff Handbook - Policies and Procedures

5

5

Drugs for medical purposes

5.1 This policy does not affect the taking of drugs that are prescribed for medical purposes by a qualified medical practitioner. 5.2 It will be for the employee to produce evidence to this effect if necessary. 6 Staff training and assistance 6.1 A staff awareness programme will be held to ensure that all employees are familiar with the objectives of this policy, the dangers of taking unlawful drugs or consuming alcohol while at work, and the disciplinary consequences of failing to pass a test. 6.2 Any employees who feel that they have a drug or alcohol problem should contact his or her GP for help and assistance. 6.3 What is alcohol or drug misuse? The consumption of alcohol or the use of illegal or non-prescribed drugs that affect your health, performance or the ability to carry out your duties is "misuse". 6.4 The mere use of such substances which results in a positive test as described above affects your ability to carry out your duties because you are unable to attend on particular sites and is therefore considered by the company to be misuse. 6.5 Alcohol or drug misuse can lead to: 6.5.1 sudden change in behaviour patterns 6.5.2 tendency to become confused 6.5.3 irritability 6.6.4 abnormal fluctuations in mood and energy 6.6.5 impairment of job performance 6.6.6 poor time-keeping 6.6.7 increase in short-term sickness absence 6.6.8 deterioration in relationships with other people. 6.8 If you tell us you have a problem with alcohol or drug misuse we will normally deal with the matter in confidence as a health issue. We will try to deal with cases of alcohol or drug misuse supportively, but there may be circumstances where this is not possible or appropriate. We may then use the disciplinary procedure or performance review procedure. 6.9 If conduct related to alcohol and/or drug misuse amounts to criminal conduct the disciplinary procedure may be used, and we may inform the police. 6.10 We will randomly test employees but we also reserve the right where we suspect alcohol or drug misuse to require an employee to have a medical examination, which may include tests to determine the presence of alcohol and/or drugs. 6.11 If you think your ability to carry out your duties at work may be affected by alcohol or drug misuse or for any other reason, you must tell us. You should contact Mr CJ Sedgeman. 7 Re-employment following a failed drugs test and/or dismissal. All the below is at the digression of the management and if the employee can re-apply for the existing position held. The management withholds the right to not re-employee any employee who has failed a drugs or alcohol test. If the employee is able to re-apply for his/her job, then the following procedures will apply: - 7.1 You will be asked for a fit for work note and letter from your doctor confirming you have had the relevant help to recover from your health problem. 7.2 A negative test result within the last week of re-employment/application. 7.3 The agreement of re-testing the employee, periodically, at the cost of the employee. 7.4 After the above supplied and then forwarded to our insurance company. Following confirmation that the employee is then insured to work the employee would then be re-employed. 7.5 If a positive test result does arise then the employee will then be instantly dismissed under gross misconduct and no will not be able to re-apply for another position within the company. Signed on behalf of the Board of Directors

Mr CJ Sedgeman, Managing Director

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 24/06/24