3.5 Alcohol and Drugs Policy

This policy is designed to encourage employees with an alcohol or drug problem which is affecting them in their work to seek help.

• Any employee who suspects they have an alcohol or drug problem is encouraged to seek help voluntarily. This request should be made to their Manager on a personal basis. If the employee wishes to contact a different Manager, this is also acceptable. The request will be treated in strict confidence and will not jeopardise the employee's job security. Time off work to obtain help will be offered if necessary, and during this time, they can be put on sick leave and be entitled to normal sickness benefits.

• An employee who is identified as having an alcohol or drug problem through observations or by standard procedures following poor work performance, absenteeism, etc., will be allowed to seek diagnosis and specialist help as a result of the initial discussion with their Manager, where the problem, concern will have been clarified in detail.

• There will be no demotion or retribution unless matters of discipline are involved.

• The decision whether or not to receive treatment is ultimately the responsibility of the member of staff. However, continuing unsatisfactory levels of behaviour or performance may be subject to standard disciplinary procedures if the employee declines to accept a referral for diagnosis or specialist help.

• Should a relapse occur following a return to employment after the completion of a recovery programme, sympathetic consideration will be given to the granting of further sick leave. However, this cannot be continued indefinitely.

• Employees with an addiction problem should be assured that every assistance will be given to them if they are willing to try to overcome the problem and that the matter will be treated in strict confidence. The Manager and Directors will be the only parties involved unless, by the employee's consent, others may need to become involved.

• In cases where the employee is incapable of retaining their present job or where returning to the post would, on professional advice, undermine recovery, every reasonable effort will be made to find alternative employment within the company. 

• Suppose the employee is unwilling to cooperate or make efforts to deal with their addiction, and it is having a negative effect on their position or the position of other employees or clients. In that case, disciplinary action may need to be taken.

• An employee will have the right to be represented by a representative of their choice at each stage of the proceedings.

Note:  This policy does not constitute a waiver of management's responsibility to maintain discipline or the right to take disciplinary action under existing agreements. Nor does assistance under the policy prevent recourse to routine grievance procedures.

Procedure

1. When a member of staff believes they have a problem with addiction, which is adversely affecting their work, the person should seek help as soon as possible by means of an initial interview with their Manager or a Manager of their choice.

2. Suppose management suspects a problem through a pattern of deteriorating work performance or absenteeism. In that case, the Manager will arrange an informal interview with the staff member concerned, who will have the right to be represented by another member of staff or a trade union representative if desired. The discussion will be confined to aspects of work performance only. If the staff member refuses to meet the Manager, and if there is no improvement in the level of work performance, then there will be a meeting with management or an appointed subcommittee thereof, which will appraise the situation and offer the staff member a final choice between accepting help or being subject to the disciplinary consequences. Suppose the staff member is still reluctant to accept help. In that case, management will take appropriate action, and if necessary, a disciplinary process will commence.

3. The position regarding confidentiality must be clearly understood by everyone involved to avoid difficulties arising in the relationship between the individual concerned, the employer, and the outside treatment agency. Referral to an outside agency may not occur in every case. In most cases, however, outside referral will at least be offered. The standard practice of counselling or treatment agencies is that they provide information to third parties only with the informed consent of the client. In cases where a staff member seeks help on their own initiative and entirely voluntarily, management will, of course, have no right to any information from the helping agency other than:

• The picture of the general prognosis

• The length of time needed for treatment/counselling visits