Alcohol and substance abuse
Alcohol and substance abuse
Version 1, September 2008
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Becta | Alcohol and substance abuse
Introduction
The consumption of alcohol is an accepted part of social life and is normally a
personal matter. However, how alcohol impairs performance, safety or interpersonal
work relations is a matter for employers, employees and their representatives. Even
at blood alcohol concentrations lower than the legal drink/drive limit, alcohol can
reduce physical co-ordination and reaction speeds and can affect thinking,
judgement and mood.
Under sections 2, 3 and 4 of the Health and Safety at Work Act 1974, all employers
have a general duty to ensure the health, safety and welfare of their employees.
Knowingly allowing an employee under the influence of alcohol or drugs to continue
working, which then placed the employee or others at risk, the employer could be
liable to charges. Under section 7 of the Act, employees are required to take
reasonable care of themselves and others who could be affected by what they do,
they too, could be liable if they put safety at risk.
Under the Misuse of Drugs Act (1971) it is a criminal offence to be in possession of,
use or distribute an illicit substance. It is also a criminal offence to permit the
production, supply or use of controlled substances. Employers and/or managers
would therefore be in breach of the law if they knowingly allow drug-related activities
in the workplace.
Purpose of policy
The purpose of this policy is to set out Becta’s position and its rules on the
consumption of alcohol and/or substance abuse on its premises, being unfit for work
as a result of alcohol or substance abuse and to clarify the consequences of these
rules being broken. It is designed to protect employees from the dangers of alcohol
and substance misuse and to encourage those with an alcohol or drugs problem to
seek help.
Policy principles
The consumption of alcohol, non-prescription drugs or any other substance abuse
on Becta’s premises is prohibited at all times. The definition of Becta’s premises
includes the car parks. The consumption of a moderate amount of alcohol will be
permitted only where express permission has been granted by an Executive
Director, eg to celebrate the successful delivery of a project or other key work. Being
incapable of working effectively as a result of alcohol, drug or substance abuse or
misuse of drugs and/or alcohol will be considered to be gross misconduct and could
lead to dismissal without notice. This will also apply to home-workers, whether a
Becta employee or contractor who is found to be incapable of working effectively
due to drug or alcohol abuse during their working time. However, Becta recognises
that alcohol or drug addiction can happen as a result of a number of factors. Where
there is a case of confirmed alcohol or drug addiction, provided that the employee is
undertaking, or agrees to undertake, treatment for his/her addiction, Becta will
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Becta | Alcohol and substance abuse
provide reasonable support to enable recovery. In the first instance employees will
be referred to Becta’s Occupational Health Service (Occhea) for appropriate advice.
All matters relating to the addiction and/or treatment will be treated in the strictest
confidence. Where treatment is refused, Becta reserves the right to take action in
the organisation’s or its employees’ best interests.
Some symptoms of excessive alcohol intake can be similar to the effects of a range
of medical conditions including diabetes and epilepsy. Consequently, when dealing
with problems caused by suspected alcohol misuse, a full investigation of all the
circumstances will be undertaken before action is taken.
Moderate social drinking at lunchtimes, or when on company business, provided that
it is off the premises, is not forbidden. However, it is the employee’s responsibility to
ensure that they remain capable of carrying out their duties satisfactorily at all times,
do not endanger themselves or others, nor bring Becta into disrepute. Becta has a
legal entitlement to take disciplinary action against any employee who brings its
reputation into disrepute whether on or off its premises.
Becta also has a duty of care for the health and safety of its staff at external
functions, including Christmas parties and therefore entitled to take action where an
employee is felt to have consumed more than safe level of alcohol.
There will be no tolerance of consumption of non- prescribed drugs or other form of
substance abuse at any time during the working day whether on or off the premises.
This will be considered to be gross misconduct.
No alcohol will be made available or be permitted to be consumed at any Becta
social function held on the premises, other than where express permission has been
granted by an Executive Director. Becta will report any incidences of use of illegal
substances on its premises to the police.
Any member of staff found to be in breach of this policy will be liable to disciplinary
action which may result in their dismissal.
Scope
This policy applies to all employees of Becta including home workers. Although it
cannot be directly applied to contractors or temporary workers, any incidences of
alcohol or substance abuse by them will be treated seriously and contracts will be
terminated with immediate effect.
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Becta | Alcohol and substance abuse
Duties and responsibilities
Head of Human Resources
The Head of Human Resources is responsible for implementation, monitoring and
review of this policy and for ensuring that it meets legal requirements.
The Head of Human Resources is responsible for the maintenance, regular review
and updating of this policy. Public and Commercial Services Union (PCS) will be
consulted on any changes, which can only be implemented after approval by Becta’s
Executive Committee (EC).
Managers
Managers are responsible for ensuring all new members of staff are aware of the
policy and the consequences of infringement.
Managers have a duty of care for the health and safety of their staff and to comply
with Becta’s policy relating to the consumption of alcohol and/or the use of nonprescription drugs or other illegal substances.
Managers are responsible for following the appropriate procedure to deal with any
known consumption of alcohol, non-prescription drugs or other illegal substances.
Failure to do so may cause the manager to be complicit in their consumption.
Where a manager has reason to believe that an alcohol or substance problem
exists, s/he must consult with HR at the earliest opportunity.
Employees
All employees have a duty to take reasonable care of their own health and safety
and that of others, and to comply with Becta in applying this policy in relation to the
consumption of alcohol, non-prescription drugs or other illegal substances.
Employees have a duty to report any known consumption of alcohol, nonprescription drugs or other illegal substances. Knowingly abetting these activities
may cause the employee to be complicit in their consumption.
Human Resources
Human Resources are responsible for providing appropriate guidance and support
to both managers and staff in relation to this policy.
Human Resources are responsible for making appropriate referrals to Becta’s
Occupational Health Service or other appropriate support where and when
appropriate.
Human Resources are responsible for ensuring any such referrals or other
communications relating to drug and alcohol problems are treated confidentially.
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Becta | Alcohol and substance abuse
Expiry date
This policy will expire on 31 March 2011. This policy supersedes any previous
policy relating to alcohol and substance abuse.
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