Indigo Hair & Beauty is committed to providing a safe, healthy and productive working environment for all employees. This policy sets out the company’s aims in reducing and managing alcohol and drug problems in the workplace.
Definitions
Alcohol problem – An alcohol problem is defined as any drinking, either intermittent or continual which interferes with a person’s health and/or social functioning and/or work capability or conduct.
Drugs – Any drug, whether illegal, prescribed or over the counter or solvents such as glue, butane, etc. In the case of prescribed and over the counter drugs, their possession and use by the employee is acknowledged as legitimate.
Drug problem – The use of illegal drugs, the deliberate use of prescribed or over the counter drugs (when not for a medical condition) and the use of solvents, either intermittent or continual which interferes with a person’shealth and/or social functioning and/or work capability or conduct.
Legal
The Health and Safety at Work Act 1974 requires employers to protect the health, safety and welfare of their employees and others who may be affected by their activities, as far as is reasonably practicable.
4.2 The Management of Health and Safety at Work Regulations 1999 requires employers to carry out a risk assessment to identify hazards in the workplace and put measures in place to minimise these risks.
The Misuse of Drugs Act (1971) is the main legislation covering drugs and categorises them as classes A, B and C. These drugs are called controlled substances and class A drugs are considered to be the most harmful under this act. It is illegal for anyone, whether at work or not to produce, supply or be in possession of illegal drugs. Employers may be liable if they knowingly allow dispensing, manufacturing, possession, using or selling on their premises.
Policy Rules
Indigo Hair & Beauty requires all employees to report for duty free from the effects of alcohol and drugs*. It is not acceptable to be under the influence of alcohol or drugs at work or consume alcohol or drugs during hours of work- this includes paid and un-paid breaks.
Employees found in possession of illegal drugs or using illegal drugs whilst at work will normally be reported to the police.
In some cases the legitimate use of prescribed drugs can affect a person’s ability to do their job. In such instances employees should inform their line manager.
Encourage the person to seek help from support agencies: www.alcohol- focus-scotland.org.uk/local-services
Report the matter to a manager (particularly if the person is involved in a safety critical job).
N.B This sample policy is offered only as a guide- in no event will we be liable for any loss or damage without limitation, including indirect or consequential loss or damage; or any loss or damages whatsoever arising from use of this document.
Misconduct
This policy is primarily concerned with ongoing alcohol and drugs problems which are classed as capability issues, i.e. where the problem impacts on the person’s ability to do their job.
One-off cases where the rules of this policy are breached, such as someone reporting for work clearly under the influence of alcohol or drugs or suffering from the effects of alcohol will be classed as a conduct issue and will be dealt with under the normal disciplinary procedures as outlined in the company handbook.
Very serious incidents such as violence at work whilst under the influence of alcohol or drugs or dealing illegal drugs at work will be deemed serious misconduct justifying gross misconduct.
In some instances of misconduct where the employee admits to having an alcohol or drug problem, disciplinary proceedings may be held in abeyance subject to successful outcome of treatment.
In instances of serious misconduct where the employee subsequently admits to having an alcohol or drug problem, the support route and the disciplinary route may be implemented in tandem.
Voluntary Referral for Support
Employees who suspect or know they have a drug or alcohol problem are encouraged to seek support at an early stage. Sources of support are outlined in Appendix 1. Employees may or may not wish to inform their line manager in such instances.
Referral by Management
Employees suspected of having an alcohol or drug problem will be offered support.
Where the problem has become apparent through deterioration in work performance, it may be neccesary to intimate misconduct proceedings in light of the client-centred nature of our work. This is in order to protect the employee and clients of Indigo Hair & Beauty.
Confidentiality
Indigo Hair & Beauty aims to ensure that the confidentiality of all employees experiencing alcohol or drug problems is maintained by the Salon Manager. Information regarding individual cases will not be divulged to third parties unless the safety of the person concerned or others would be compromised by not doing so.
Equal Opportunities
This policy will apply equally to all staff regardless of grade, experience or role within the company.