Drug and Substance Misuse Policy

Wilson Vale is mindful of the welfare of its entire staff, and is concerned that the use of alcohol and/or drugs by its employees should not impair their health and social life. Moreover, to the extent that misuse of alcohol and/or drugs may have detrimental effects on an employee’s attendance and work performance, the interests of the Company and its other employees are invoked. The purpose of the policy is to help protect employees from the dangers of drug and other substance misuse and to encourage those with a problem to seek help as soon as possible.

FOR THE PURPOSE OF THE POLICY, ALCOHOL DEPENDENCE IS DEFINED AS:

“The habitual drinking of intoxicating liquor by an employee, whereby the employee’s ability to perform his/her duties is impaired, or his/her attendance at work is interfered with, or he/she endangers the safety of others.”

DRUG DEPENDENCE IS DEFINED AS:

“The habitual taking of drugs by an employee, other than drugs prescribed as medication, whereby the employee’s ability to perform his/her duties is impaired, or his/her attendance at work is interfered with, or he/she endangers the safety of others.”

The policy is intended to apply to all Wilson Vale employees.

POLICY STATEMENT

The policy is to apply to all Wilson Vale employees.
Any employee who is concerned that he/she may have a dependence on alcohol or drugs is encouraged to seek help and advice from his/her General Practitioner, a national helpline or their line manager.
Someone whose dependency on drink or drugs has come to the attention of the Company – possibly though difficulties at work – will, in the first place, be encouraged to discuss his/her dependency problems and also, if appropriate, be advised to seek medical assistance.
The Company will regard anyone seeking help as having a health problem and will co-operate to enable appropriate help/ treatment to be obtained.
The Company will treat reasonable absences for advice and treatment for dependence on alcohol and drugs as sick leave, provided the person concerned regularly informs their line manager of progress and genuinely attempts to overcome the dependency problem. The need for confidentiality will be respected.
If, because of an alcohol or drug dependency, a person’s performance at work/behaviour is suffering and this would normally result in disciplinary action being taken, such an action will be suspended for an appropriate period during treatment.
Should help be refused or treatment unreasonably discontinued or, after a reasonable interval, there is no improvement in behaviour and/or work performance remains poor, disciplinary procedures will be resumed or initiated. Such procedures may result in disciplinary action.
If, because of alcohol or drug dependency – or for any other reason – an employee behaves or carries out his/her work in such a way as to endanger himself/herself or others, prompt corrective action will be taken as necessary to prevent damage being done. In this sort of situation the employee’s alcohol or drug dependency will be taken into account, but it will not necessarily free the person concerned from the consequences of his/her conduct.
In rare cases an employee who develops dependency on alcohol or drugs may become unsuited to his/her particular post. Special consideration will need to given to the position of such employees and, wherever possible, a suitable alternative post sought.
Agreement to accept treatment for alcohol or drug dependency will not, in itself, be detrimental to a member of staff’s general conditions of service.
If an employee is caught in possession of a controlled drug at work this will be reported to the police.
The need for confidentiality will be respected at all times.

HELP LINES

ALCOHOL CONCERN

25 Corsham Street, London, N1 6DR

www.alcoholconcern.org.uk

NATIONAL DRUGS HELPLINE

Also called FRANK

Telephone: 0300 123 6600 (Available 24hrs)

SMS Message: 82111

Live chat through website 2-6pm (UK) everyday