Smoking, alcohol and drugs

 

Our policy of no smoking (including e-cigarettes or their equivalent) on Company premises, our client premises and any company vehicles must be observed at all times.

 

Please make yourself aware of each building’s smoking policy as each one may vary (for example, some buildings will have a no smoking exclusion area around the building for insurance purposes).  Smoking should only take place in the designated smoking area, and not at other points around the building. Please do not drop any cigarette litter on the ground but dispose of it carefully and responsibly.

 

Breach of the company’s no smoking policy constitutes gross misconduct for the purposes of the disciplinary procedure.

 

Under legislation we, as your employer, have a duty to ensure so far as is reasonably practicable, the health and safety and welfare at work of all our employees and similarly you have a responsibility to yourself and your colleagues. The use of alcohol and drugs may impair the safe and efficient running of the Company and/or the health and safety of our employees.  The company seeks to;

 

 

If your performance or attendance at work is affected as a result of alcohol or drugs, or we believe you have been involved in any drug related action/offence, you may be subject to disciplinary action and, dependent on the circumstances, this may lead to your dismissal.

 

The consumption of alcohol is forbidden on the company’s premises during working hours unless exceptional circumstances arise and permission by senior management is obtained. Any employee who is found consuming alcohol on the company’s premises or is found to be intoxicated at work, or whilst on company business (including when driving a company car or the employee’s own car) will face disciplinary action on the grounds of gross misconduct under the company’s disciplinary procedure and is liable to be summarily dismissed under that procedure.  Employees working from home are expected to maintain these same standards whilst working on company business.

 

The company, from time to time, may hold social functions for employees during and outside working hours. Employees are expected to act responsibly at such functions and with proper consideration towards others.  In particular employees should moderate their consumption of alcohol. Any employee required to drive following such a function should also observe all current drink driving laws. Soft drinks will always be made available.   Non-prescribed drug taking at company social events will also lead to disciplinary proceedings.

 

If a line manager believes an employee may have a drug or alcohol problem they should;

 

 

Any employee who is prescribed drugs by their doctor that may affect their ability to perform work (for example by making them drowsy or affecting concentration) should inform their manager, who should speak with HR, review the case and advise accordingly.

 

*For this purpose, the term ‘drugs’ is used to describe both illegal drugs and other substances which may or may not be illegal.

 

The Company will treat any absence due to alcohol and substance abuse in the same way as sickness absence on condition that you obtain professional treatment and maintain regular contact with the appropriate Occupational Health Department.

 

The Company will treat all relevant discussions in strict confidence.  If inadequate work performance or unacceptable behaviour, including poor work relationships, occur or persist, the matter may be dealt with under the Company's Disciplinary Procedure.  Careful consideration will be given if you have acknowledged the existence of a problem and/or have agreed to obtain medical help for the condition.  However, any incident, which amounts to gross misconduct, would be considered a dismissible offence.  If you fail to complete a prescribed course of treatment or have a relapse following treatment, the matter may be dealt with under the Company's Disciplinary Procedure.

 

Anyone convicted outside of work of any offences in connection with controlled substances will be the subject of disciplinary proceedings for misconduct under the company’s disciplinary procedure. Matters such as the nature of the conviction and the sentence, whether the convictions affect the employee’s ability to do the job, and the effect on the company’s image and reputation will be taken into account when considering any possible dismissal under the disciplinary procedure.