1.      Introduction

We are committed to providing a safe, healthy and productive working environment for all employees, contractors, customers and visitors involved in its operation. This policy sets out our aims to protect and maintain the health, safety and welfare of employees and others in the workplace by reducing the risk of alcohol related harm in accordance with the Health & Safety at Work Act 1974. This policy makes clear our disciplinary rules on these matters. If an employee has an alcohol problem, this policy also seeks to encourage them to seek help.

For most people, drinking responsibly can be part of a balanced and healthy lifestyle, although the inappropriate use of alcohol can damage the health and wellbeing of employees and have a far reaching effect on their personal and working lives. We wish to promote a culture in which the risks associated with alcohol misuse are understood. Persistent heavy drinking can lead to a range of social, psychological and physical problems including dependence, emotional problems, depression, changes in behaviour, irritability, cirrhosis of the liver, seven types of cancer, high blood pressure and heart attacks. At work, alcohol misuse, including hangovers, can result in reduced levels of attendance, reduced productivity, mistakes, sub-standard work performance, impaired judgement and decision making and increased health and safety risks which may be critical, not only for the individual concerned but also for others. Furthermore, drinking irresponsibly or committing offences related to the misuse of alcohol may put our safety and reputation at risk.

We want to encourage and support employees who may have an alcohol misuse and/or an alcohol dependency problem by assisting them in seeking help and supporting them in overcoming alcohol related problems.

2.      Policy Aims and Objectives

Aims

Our Alcohol Policy is intended to promote a greater awareness of the impact of alcohol in the workplace and to ensure that we continue to safeguard the health and safety of employees and all others on its premises. Our approach is to set an expectation based on the individual responsibility of each employee, that alcohol will not be used in such a way as to adversely affect safe behaviour or work performance.

Objectives

• To ensure the we comply with appropriate legislation
• To minimise the risks associated with alcohol in the workplace
• Raise staff awareness of the risks and potential harm associated with alcohol misuse
• To set clear rules regarding alcohol in the workplace so that employees are aware of the likely consequences for their employment of alcohol misuse
• To create a climate that encourages employees who face problems with alcohol to come forward and seek help
• To provide support, encouragement and assistance for employees experiencing alcohol problems
• To provide a framework to enable instances of alcohol misuse by employees to be handled in an appropriate, fair and consistent manner
• To achieve a balance between supporting employees who come forward with a problem and the overriding need to preserve:
• the health, safety and welfare of employees and others with whom they come into contact
• our reputation and image
• the delivery of high quality, effective services and goods

3.      Scope

This policy applies to all employees regardless of position or seniority. In addition, this policy shall also be observed by all contractors, visitors, agency workers, consultants and other third parties working for, or on our behalf.

4.      Responsibilities

4.1.     Managers have responsibility for monitoring health and safety in the workplace, and have responsibilities with regard to this policy and its enforcement. Managers should be aware of our rules and the implications of not tackling possible alcohol misuse, especially where safety is an issue.

4.2.     Employees have a responsibility for their own health and safety in the workplace. Employees must take personal responsibility for their own alcohol use.

4.3.     Employees must report for work, and remain throughout the working day in a fit and safe condition to undertake their duties and ensure that their performance at work and their judgement are never impaired by alcohol. In particular, employees must ensure that their consumption of alcohol does not threaten the safe performance of their duties and that their behaviour never puts themselves or others at risk.

4.4.     Alcohol may remain in an individual’s system for some time and even relatively small amounts can impair judgement, performance and jeopardise safety. Employees are personally responsible for allowing sufficient time for alcohol to leave their system before reporting for work.

4.5.     Drunkenness [or being hungover] at work, or unauthorised drinking of alcohol during working hours by employees will be considered serious misconduct.

4.6     Employees must not consume alcohol at any time while at work, including during rest or meal breaks spent at or away from work premises (except in the permitted circumstances set out in section 5 below).

Any breach of the above rules will be treated as a serious act of misconduct and dependent on the circumstances, could be deemed to be gross misconduct, the penalty for which may be immediate dismissal without any notice or payment in lieu of notice.

5. Corporate Hospitality

5.1     Employees whose role involves entertaining for business purposes or representing us at events at which alcohol is served, are considered to be attending work related events, even though they may occur outside normal working hours. Consequently, the same standards apply and the employee must remain professional and fit for work at all times.

5.2     At social or work related functions; we expect employees to demonstrate responsible behaviour and to act in a way that will not have a detrimental effect or impact negatively on our reputation. Notwithstanding each individual’s personal accountability, at such work related outings, managers should act to prevent excessive consumption of alcohol by any employee should take steps to deal with any unacceptable conduct that occurs at such functions.

5.3     Some colleagues [and clients] will not wish to drink alcohol. You must not make them feel uncomfortable about this choice or put pressure on them to drink alcohol. All work social events and client entertainment must offer the option of non-alcoholic drinks.

6. Investigation

6.1         If you suspect that someone else is in breach of this policy, you should report it to your manager immediately.

6.2         For the purposes of this policy, individuals will be deemed to be under the influence of alcohol where, in our reasonable assessment, the individual is incapable of safely discharging his or her duties by reason of being under the influence of alcohol.

6.3         Supervisors and managers are not required to prove intoxication definitively; they simply have to have reasonable grounds for believing so. However, if someone suspects that you have been drinking in breach of this policy we may require you to have an alcohol test and/or examination and supply urine samples, if required.

6.4         We may conduct searches for alcohol if we have reason to believe this policy is being breached. This includes searches of work spaces, desks, lockers, filing cabinets [company cars] and packages sent to our address.

6.5         If we suspect that there has been a breach of this policy, or an individual’s work performance or conduct has been impaired through alcohol use, we will immediately remove that individual from duty and, in respect of employees, will invoke its disciplinary procedure which may result in immediate dismissal without any notice or payment in lieu of notice.

7. Driving

Employees should never feel that the nature of their job makes it difficult for them to abide by drink driving legislation. Anyone who has a concern about this should consult their line manager. If an employee is convicted of a drink driving offence and our reputation is subject to disrepute, the employee may be subject to disciplinary action. If an employee commits a drink driving offence during working hours or whilst working for us, this may constitute gross misconduct and may result in dismissal in accordance with our disciplinary policy.

8. Implementation of the Policy

8.1     Any employee who does not abide by the rules of this policy will be subject to the appropriate disciplinary measures, which may include dismissal. This policy covers both alcohol related incidents at work and alcohol related offences within/outside work which may damage our reputation and breach Health and Safety.

8.2  We will, where appropriate to do so, adopt a constructive and supportive approach when dealing with employees who may be experiencing problems with their drinking or alcohol dependency/addiction. However, if performance, attendance or behaviour is unacceptable, despite any support and assistance that can be offered, ultimately dismissal may be unavoidable.

8.3     If an employee has difficulty in meeting our required standards due to their alcohol misuse or dependency on alcohol, then we strongly encourage the individual to inform their immediate manager and seek medical advice or counselling from their general practitioner or a specialist organisation (see appendix 4 for contact names and addresses). A dependency problem may be identified by the employee or by colleagues or managers. This approach will not absolve the employee from meeting the required organisation standards and rules but will assist in achieving them.

8.4     If the employee admits to having an alcohol problem and this is subsequently supported by medical evidence, we reserve the right to suspend the employee from work on paid leave to allow us to decide whether to deal with the matter under the terms of its disciplinary procedure or to require the employee to undergo treatment and rehabilitation.

8.5     Where the rehabilitation of an employee with an alcohol problem or dependency is unsuccessful or an employee refuses or continually neglects to accept, comply with or respond to advice and/or treatment; our disciplinary procedures will be initiated which may lead to dismissal.

9. Confidentiality

We aim to ensure that the confidentiality of all employees experiencing alcohol problems is maintained appropriately; e.g. by human resources, occupational health and line managers. 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.

10. Status of this Policy

10.1 This policy is not part of your contract and may be amended from time to time. Nothing in this policy should be taken as creating contractual rights or obligations that a particular course of action will be followed.

Glossary

Alcohol addiction – a state of periodic or chronic intoxication produced by the repeated intake of alcohol. This means that a dependency has developed to such an extent that it has serious detrimental effects on the user and often their family as well, and the individual has great difficulty discontinuing their use.

Alcohol dependency – a compulsion to keep taking alcohol either to avoid the effects of withdrawal (physical dependence) or to meet a need for stimulation or tranquilising effects or pleasure (psychological dependence).

Alcohol problem / misuse – use of alcohol that harms health, physical, psychological, social or work performance but without dependency being present.

Social or Work Related Functions – examples include; client entertainment, work nights out, conferences, away days, Christmas parties or office parties.

Further information

For an understanding of how alcohol affects the body, the UK Chief Medical Officers Low Risk Drinking Guidelines and sources of support visit drinkaware.co.uk

Further information and sources of support can also be found here:

•         Drinkline – a confidential helpline for people who are concerned about their drinking, or someone else’s – 0300 123 1110

•         Addaction – A UK wide treatment agency, helping individuals, families and communities to manage the effects of drug and alcohol misuse – 0800 024 1480

•         Alcoholics Anonymous – a fellowship of men and women who share their experience, strength and hope with each other that they may solve their common problem and help others to recover from alcoholism – 0800 9177 650

•         NHS Choices – website provides advice and information on alcohol and offers a database of support and treatment services

•         Alcohol Focus Scotland – Scotland’s national voluntary organisation. Provides information and advice on responsible drinking – 0141 572 6700

•         Drinkaware – www.drinkaware.co.uk alcohol awareness information & resources

• Drinkchat –

www.drinkaware.co.uk/chat-with-an-advisor/

friendly online chat service, users can talk to a trained advisor if concerned about their drinking or someone else’s.