ࡱ> vxu` 08bjbj 4:"  8J$n, u2GuIuIuIuIuIuIu$yhz{Nmu- !!!mu u###!j R Gu#!Gu##n " [t cJ6 "qL+uu0ucq{"{[t{ [tL6#3,_Bmumuc#u!!!! d   Employment manual section 10 General employment policies 10a Alcohol and drugs policy This document was drafted by Wendy Blake Ranken, author of the NCVO publication the good Employment guide Alcohol Alcohol during working hours Employees must not consume alcohol during working hours. Any breach of this policy will normally be dealt with as a disciplinary matter and could lead to dismissal. The only exception to this is that drinking alcohol on the premises may be allowed, with the prior approval of the Director, for special occasions such as a leaving event, volunteers lunches etc. Even if the Director has approved alcoholic drinks on the premises, employees should still adhere to the following: Not drink excessively and remain capable of undertaking work. Not consume alcohol above the legal limit for driving, if driving either on private business or on Community Links business e.g. to and from a meeting. Not consume alcohol if engaged in lifting, or carrying out any other duties within Community Links which may be impaired by alcohol consumption (the employee should check with his/her line manager if in any doubt). Arriving at work Employees should not arrive at work under the influence of alcohol and should be aware that alcohol leaves the system at the rate of 1 unit per hour plus 1 hour (eg 2 units take 3 hours to leave, 5 units takes 6 hours etc). Medication and alcohol If an employee is taking medication, they should check the effects of alcohol consumed in relation to that medication, to ensure that they comply with the requirements of this policy. Drugs Illegal drugs Any employee found to be using illegal drugs at work, bringing them to work for whatever reason or attempting to sell them to others at work will be reported to the police. Disciplinary action, possibly leading to dismissal, will be taken in the above circumstance. Medication Employees should not drive on Community Links business if medication is being taken which may impair their driving ability. If in any doubt, the employee should consult their GP. Addiction to alcohol and drugs Addiction occurs when an individual becomes so dependent on the effects of a drug (including alcohol) that the desire for these effects becomes a central and overriding concern of daily life and has adverse occupational and social consequences. Some signs which may indicate addiction are outlined in appendix 1. In accordance with the Health and Safety Executive guidelines, alcohol and drug addiction will be treated as a medical condition, rather than a disciplinary matter. [organisation name] will be sympathetic to any employee who is addicted to alcohol or drugs. If an employee becomes addicted to alcohol or drugs, they are encouraged to disclose this to their line manager or to the Director and to obtain appropriate professional help. The employee has a legitimate expectation of privacy in respect of this medical condition. His/her disclosure will be therefore treated as confidential between the employee, the line manager and the Director but will normally be reported to the Chair of the Board. The Chair of the Board will also keep the matter confidential. Medical records may be sought, so that the opinion of a medical practitioner on the effect of the addiction on the employees health and work performance can be assessed. Medical records will not be sought until the employees agreement is gained. Timescales for improvement will be agreed and monitored via supervision. If after repeated warnings, help, support and treatment, the employees condition does not improve, dismissal will be considered as a last resort. If the employee suffering from addiction refuses to seek help or treatment or does not continue with the treatment, disciplinary action may be taken. Over indulgence in alcohol which is not caused by addiction will be treated as a disciplinary matter. Attendance at work Under the Health and Safety at Work Act 1974, an employer can be prosecuted for knowingly allowing an intoxicated employee to continue working. If an employee is found to be under the influence of alcohol and drugs at work, he or she will normally be sent home, prior to any decisions on further action to be taken. Other employees If any employee becomes aware that a fellow employee is under the influence of alcohol or drugs at work, they should report this immediately to their line manager or to the Director. November 2004 APPENDIX 1 SIGNS OF ADDICTION Absenteeism - large amounts of sick leave; absence on certain days particularly near weekends or after pay day; lateness in the morning or at lunchtime; leaving early; frequent absence from post whilst at work; frequent visits to the toilet; frequent occurrences of certain illnesses. A high level or increasing incidence of accidents both in and out of work. Low performance standards - in particular missed deadlines; slow working; poor judgement; lack of attention to detail; unreliability; forgetfulness. Interpersonal problems - unpredictable reactions to criticism; irritability; avoiding colleagues; borrowing money; physical or verbal abuse of colleagues. A lack of concern for personal appearance and hygiene. For more information or guidance This information sheet is part of the South London CVS Partnerships employment manual. Community Links Bromley is a membership of the partnership. The manual is designed for use by local voluntary and community organisations. We provide information, guidance and signposting on all aspects of running a voluntary and community organisation. For more information, see our website at www.communitylinksbromley.org.uk. Peter Dyer, Head of Organisational Development tel: (020) 8315 1917 fax: (020) 8315 1924 email:  HYPERLINK "mailto:peterd@communitylinksbromley.org.uk" peterd@communitylinksbromley.org.uk     Community Links Bromley Information Sheets Community House, South Street, Bromley BR1 1RH Tel: 020 8315 1900 Fax: 020 8315 1924 Email:  HYPERLINK "mailto:admin@communitylinksbromley.org.uk" admin@communitylinksbromley.org.uk Web: www.community:;<?@ABSZ[\yeO;&h{R56CJOJQJ\]^JaJ +h>n7hM5CJOJQJ^JaJmH sH 'h>n7h65CJ OJPJQJ^JaJ !hGx5CJ OJPJQJ^JaJ hGx5CJ OJQJ^JaJ #h>n7hH5CJ OJQJ^JaJ h{R5CJ OJQJ^JaJ #h>n7hW5CJ OJQJ^JaJ #h>n7hW5CJOJQJ^JaJh{R5CJOJQJ^JaJ#h>n7h#t5CJOJQJ^JaJ;<[\ ] ^    & F!gd{R & F#gd{Rgd{Rgd{RgdGx $gd# $gd{R88 x IO^lw,Mat6dlmwNOPQﺩv hMhfCJOJQJ^JaJ hMhf}CJOJQJ^JaJ hMhK$CJOJQJ^JaJ hMhhCJOJQJ^JaJ hMh&CJOJQJ^JaJ#h{Rh{R6CJOJQJ^JaJ#h{Rh{R5CJOJQJ^JaJ h{Rh{RCJOJQJ^JaJ) w x HIOP^  klw,-LM=>gd{Rh^hgd{R  !gd{Rgd{R>abc`atu~  !gd{Rgd{Rgd{RMNPQgdfgdyegdf}gdK$gd&gdf} & F" 6gd{R & F"gd{R Vgd{Rgd{RQR[]޼޼ޫ޼mZE=9hPjhPU(hMh&CJOJQJ^JaJmH sH $hMhH0JCJOJQJ^JaJ/jhMhHCJOJQJU^JaJ hMhHCJOJQJ^JaJ)jhMhHCJOJQJU^JaJ hMhfCJOJQJ^JaJ hMhyeCJOJQJ^JaJ hMh91CJOJQJ^JaJ hMh&CJOJQJ^JaJ hMhrCJOJQJ^JaJ !#$Z \ !8888888gd& $dNgd# &dPgd# gdH!"  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