Policy Aims

This policy sets out Workwear Supermarket’s approach to alcohol and drugs in the workplace. It supports compliance with the requirements of the Health and Safety at Work etc. Act 1974, the Misuse of Drugs Act 1971, the Medicines Act 1968, the Road Traffic Act 1988, the Transport and Works Act 1992, and any future legislative requirements relating to the misuse of drugs and/or alcohol.

Workwear Supermarket seeks to:

• Ensure all employees are aware of their responsibilities regarding alcohol, illegal or prescribed drugs and solvents on company premises.
• Eliminate or reduce, as far as reasonably practicable, the impact of drug, alcohol and solvent misuse on individuals, employees and the organisation.
• Provide supervisors and managers with suitable information on how to prevent misuse, recognise potential concerns and provide help and support where appropriate.

Summary

All employees, regardless of length of service, and any other persons working at or visiting Workwear Supermarket premises or projects are subject to this Alcohol and Drugs Policy.

Definitions

Substance Misuse

Drinking alcohol, taking drugs or using a substance, either intermittently or continuously, in a way that adversely interferes with an individual’s health, work performance or conduct, or affects the work performance and/or safety of themselves and others.

Substances

This includes prescription medicines where they have not been prescribed for the person possessing or using them, or where prescription medicines are not taken in accordance with a physician’s direction.

It also includes any substance, other than alcohol, that produces physical, mental, emotional or behavioural changes in the user.

Controlled Drugs

Controlled drugs include all chemical substances or drugs listed in any controlled drugs acts or regulations applicable under the law.

Procedures

Workwear Supermarket’s policy is that during working hours, and at all times while on work premises, employees must be free from the influence of drugs or alcohol.

This helps ensure the health and safety of employees and others, supports the efficient and effective operation of the business, and helps ensure customers receive the service they require.

1. No employee, worker or contractor shall report, or try to report, for work when unfit due to alcohol, drugs or substance misuse.
2. No employee, worker or contractor shall be in possession of alcohol or illegal drugs in the workplace.
3. No employee, worker or contractor shall supply others with illegal drugs in the workplace.
4. No employee, worker or contractor shall supply others with alcohol in the workplace, except in the course of authorised duties.
5. No employee, worker or contractor shall consume alcohol, take illegal drugs or abuse any substance while at work.

Whether an employee is fit for work is a matter for the reasonable opinion of management. Illegal drugs include, but are not limited to, heroin, cannabis/marijuana, cocaine, ecstasy and amphetamines.

Prescription Medication

Employees, workers and contractors must:

• Ensure they are aware of the side effects of any prescription medication they are taking.
• Immediately advise their line manager or a member of management of any side effects that may affect work performance or the health and safety of themselves or others.

Breaches of Policy

Workwear Supermarket will take disciplinary action for any breach of these rules, which may include summary dismissal.

In the case of agency workers or contractors, services may be terminated immediately upon breach of these rules.

Possession of, or dealing in, illegal drugs on company premises will, without exception, be reported to the Police.

Screening

Screening may be used in the following circumstances:

Post Accident or Incident

If, following an accident or incident, there are reasonable grounds to suspect that an employee’s actions or omissions contributed to the cause, the employee may be tested for drugs and/or alcohol by Workwear Supermarket, or by the Police if they attend, through an approved testing agency.

The employee may be suspended from duty, with pay, while waiting for test results.

For Cause

If a manager or supervisor has reasonable cause to suspect that an employee is unfit for work as a result of drugs and/or alcohol, the employee may:

• Not be allowed to start work, or may be relieved immediately if they have already started work.
• Be tested for alcohol and/or drugs by the company or a recognised agency.
• Be suspended from duty, with pay, while waiting for the results.

Random Screening

To maintain a drug and alcohol-free workplace, random drug and/or alcohol screening of 10% of total employees may take place each year. All employees will be included in the random selection process.

If an existing employee’s test result is positive, or they refuse to take a test, action will be taken in accordance with the Company’s disciplinary procedure. This may result in dismissal.

Right of Appeal

If an existing employee’s test result is positive, they have the right to obtain a second independent opinion. The results of both tests will be carefully considered by the relevant manager before any further action is taken.

Help and Support

Workwear Supermarket will endeavour to ensure that advice and help are available to any employee who feels they have a problem with alcohol or drug misuse.

In the first instance, employees will be encouraged to seek help from their GP. With the employee’s consent, a referral may be made to Occupational Health.

It may occasionally be necessary to ask the employee to refrain from work temporarily or undertake restricted duties to ensure their own safety and the safety of others.

The Company may also allow additional time off, normally unpaid, for employees to obtain treatment or attend support groups.

Any employee who seeks assistance from the Company in finding treatment for a drugs or alcohol problem has the Company’s complete assurance of confidentiality.

Appendix A: Procedure for Drug Screening for Existing Employees

1. No notice will be given that a drug test is required.
2. The drug test will require a mouth swab to be provided.
3. The site manager or supervisor will advise the employee of the collection procedure.
4. The employee will be required to sign a consent form for the test to be taken.
5. The mouth swab will be provided under the conditions instructed by the testing organisation.
6. The sample will be sealed in the presence of the employee and a secure chain of custody will commence under the strict supervision of the testing organisation.
7. If the initial screening shows a reaction, the employee will be informed. If they normally drive as part of their duties, they will be suspended from driving while full gas chromatography tests are conducted. These normally take 5 working days.
8. The final test results will be confirmed to the employee within 2 weeks of the test.
9. If the employee wishes to appeal against a positive result, they may obtain a second opinion using a second sample kept securely under chain of custody by the testing organisation.