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Longfield Academy Employee Drugs & Alcohol Policy

This policy covers all employees and details Longfield Academy’s approach to the management of situations relating to the inappropriate or excessive use and addiction to drugs or alcohol that put employees and others at risk.

Longfield Academy’s Responsibilities
Longfield Academy has a responsibility to provide a safe and healthy working environment for its employees. The use of illegal drugs or misuse of other drugs or alcohol to the extent that it affects health, work performance, attendance, conduct or relationships at work is not acceptable.

Longfield Academy aims to minimise problems at work arising from drug and alcohol misuse through prompt, sensitive intervention supported by health and well-being promotion, raising awareness and training.

Employees’ Responsibilities
You are responsible for ensuring you are fit for work and remain so during the working day. You should inform your manager if you are taking prescription medication that could impair your ability to work safely. If you have a drug or alcohol problem that is impacting upon your work you should discuss the matter with your line manager.

You can also discuss issues in confidence with your own doctor or by appointment with ALongfield Academy’s Occupational Health Team or with one of the independent advice centres run by Kent Council on addiction.

You should not “cover up” for a colleague with a drug or alcohol problem.

Monitoring
Managers are responsible for monitoring the performance, well being and conduct of their staff whilst at work. Changes in an employee’s behaviour or performance that could result from substance abuse will be monitored and managed according to individual circumstances, including the provision of guidance and support.

Advice from the Occupational Health Service and Personnel will be sought at an early stage if there are concerns about an employee’s health, behaviour or conduct that could be related to substance abuse.

Misconduct & Performance Issues
Longfield Academy will usually treat an alcohol or drugs related problem in the first instance as a medical issue but will consider disciplinary sanctions where there is no co-operation or satisfactory improvement in work performance or behaviour.

If the employee co-operates in addressing the problem with Longfield Academy’s support, all reasonable effort will be made to assist the employee in successful rehabilitation. Unless there has been serious misconduct or the individual presents a threat or risk to others, disciplinary action will not generally be taken at this stage.

If an employee refuses treatment, or fails to respond to the treatment and work continues to suffer, action under the Disciplinary procedure will be considered.

Acts of gross misconduct occurring as a result of substance abuse may result in summary dismissal under Longfield Academy’s Disciplinary Procedure. Gross Misconduct includes, but is not limited to, assault or other violent behaviour; possession, use, supply or offer of supply of illegal drugs whilst working or being under the influence of alcohol or drugs when undertaking a safety critical role.

Where an employee commits an act of misconduct that relates to substance abuse, any management investigation will take account of reports following a referral to Occupational Health. The circumstances of each case will be considered before any management action is taken.

Programmes of Assistance for Employees
Where an employee acknowledges a drug or drink related problem, Longfield Academy will make reasonable efforts to assist that employee in a successful rehabilitation.

1.Where an employee is diagnosed as having a drug or alcohol problem, a reasonable level of time off will be allowed for counselling or other treatment.

2.If an employee has successfully completed a course of treatment and later relapses, the line manager will decide whether to support another period of treatment.

3.If an employee’s work responsibilities are seen to be an obstacle to their recovery, then redeployment or, temporary alteration to their duties should be considered.

Confidentiality
Any record of treatment will remain strictly confidential between the provider of support and the employee, unless the employee agrees otherwise. An agreement will be reached between the Council, the employee and the treatment agency as to what information will be shared.

Education and Training
Education is an essential and ongoing part of the Council’s approach to drug and alcohol abuse in the workplace. Longfield Academy’s aim is to raise employee awareness to recognise early signs of drug and alcohol abuse, how to address such problems and how to access treatment.

Further information and advice can be found in Drugs & Alcohol – Workplace Issues, Guidance for Managers.