2.15 Alcohol, Drugs and Smoking

Contents

1. Introduction
2. Arrangements for Securing the Health and Safety of Workers
3. Information and Training
4. Smoking Policy

1. Introduction

Clifford House  is concerned to provide a safe and healthy working environment. It recognises that this can be put at risk by those who misuse alcohol or drugs to such an extent that it may affect their health, performance, conduct and relationships at work. The policy, which applies to all employees, aims to:

1. promote the health and well-being of employees and to minimise problems at work arising from the effects of alcohol or drugs
2. identify employees with possible problems relating to the effects of alcohol or drugs at an early stage
3. offer employees known to have alcohol or drug-related problems affecting their work referral to an appropriate source for diagnosis and treatment if necessary.

The Registered Manager has overall responsibility for implementing these procedures within the home.

The policy does not apply to an employee who commits a clear breach of company rules due to overindulgence of alcohol on one or more occasions. In these cases, action will be taken under the disciplinary procedure as appropriate. See Staff Disciplinary Procedure - to follow.

2. Arrangements for Securing the Health and Safety of Workers

The company will, in consultation with workers and their representatives:

1. advise all existing employees and all persons starting work of the risks to health arising from the effects of alcohol or drugs (including some legitimately prescribed medications)
2. encourage employees, who may have alcohol or drug-related problems which affect their work, to take advantage of the company referral procedure for diagnosis and treatment
3. enable supervisors and managers to identify job performance problems that may be attributable to the effects of alcohol or drugs and to consult with the appropriate company specialist to determine whether there is sufficient concern to warrant a medical evaluation
4. in cases where the effects on work of misuse of alcohol or drugs is confirmed or admitted, agree upon a programme of treatment in consultation with the company medical advisor and the employee
5. instruct the company medical advisor to co-ordinate, monitor and if necessary participate in the treatment, which may involve recourse to, or liaison with, the general practitioner (GP), counsellor, hospital outpatient department or in-patient care.

The company will establish policy rules relating to an employee who is found to have misused alcohol or drugs or admits to the same. The policy rules may cover:

1. disciplinary action for refusal to accept help
2. conditions for accepting treatment
3. future employment if treatment proves to be successful
4. observation of medical confidentiality
5. effects upon pensions, benefits and employment rights.

3. Information and Training

The company will provide sufficient information, instruction and training as is necessary to ensure that all employees have the knowledge required:

1. to understand the dangers associated with the effects of alcohol or drugs at work and the company policy regarding this
2. to understand the company procedures that will be adopted where there is found to be a deterioration in work performance from these effects
3. to understand the legal consequences of their actions.

Managers and supervisors will be given additional training, as necessary, to enable them to deal with any physiological problems that may arise as a result of the effects of alcohol or drugs upon work performance.

4. Smoking Policy

Smoking will not be permitted in any enclosed or substantially-enclosed building in this workplace and it is prohibited to smoke in any vehicle which is owned by the company or used on their business except if it is a privately-owned vehicle which is being used by the owner.

All areas where smoking is prohibited will display no-smoking signs at their entrance(s).

This policy applies to workers at all levels.

This policy applies to all visitors, temporary staff, contractors and clients.

The company has made arrangements for those employees will still want to smoke during working hours to go outside the building to smoke (refer to where details of the arrangements, e.g. location of permitted smoking area and the amount of time employees are allowed away from their work, can be found).

Employees who find it difficult to restrict their smoking or wish to give up smoking, can consult the appropriate person in the company who is the Registered Home Manager who may be able to help. Information on stopping smoking can be obtained by contacting the NHS Smoking Helpline number, which is 0800 169 0 169, which can offer advice and support on stopping. Online advice can also be found at Smoking helpline website.

Employees breaching the smoking restrictions will be dealt with by the company's disciplinary procedures. See Staff Disciplinary Procedure - to follow.

Visitors who do not comply with the smoking restrictions will be asked to stop smoking or to leave the premises.

Overall responsibility for the implementation of this policy lies with the Registered Home Manager with day-to-day responsibility resting with supervisors and line managers. 

End