Substance Misuse and Alcohol Abuse Policy

Introduction

Seven Steps Support Ltd recognises that alcohol and drug abuse related problems are areas of health and social concern. It also acknowledges that a member of staff with such problems needs help and support from his/her employer. The Company also recognises that alcohol and drug abuse problems can have a detrimental effect on work performance and behaviour. The Company has a responsibility to its employees and customers to ensure that this risk is minimised.

Accordingly, Company policy involves two approaches:

1. Providing reasonable assistance to the member of staff with an alcohol or drug abuse problem who is willing to co-operate in treatment for that problem.
2. Disciplinary rules, enforced through disciplinary procedures, where use of alcohol or drugs (other than on prescription) affects performance or behaviour at work, and where either (1) an alcohol or drug dependency problem does not exist or (2) where treatment is not possible or has not succeeded.

The Company does not have the internal resources to provide or arrange treatment or other forms of specialist assistance. Such services are provided by GPs, hospitals, and other agencies. Through this policy, the Company will seek both to assist a member of staff in obtaining such specialist help and to protect his/her employment.

Assistance for a Member of Staff

The Company will, where possible, provide the following assistance to a member of staff:

• Helping the member of staff to recognise the nature of the problem, through referral to a qualified diagnostic or counselling service.
• Support during a period of treatment. This may include a period of sick leave or approved other leave, continuation in post or transfer to other work, depending upon what is appropriate in terms of the staff member’s condition and needs of the Company.
• The opportunity to remain or return to work following the completion of a course of treatment, as far as is practicable, in either the employee’s own post or an alternative post.

The Company’s assistance will depend upon the following conditions being met:

• The member of staff recognises that he/she is suffering from an alcohol or drug abuse problem and is prepared to co-operate fully in referral and treatment from appropriate sources.

The Company and its employees must recognise the following limits to the assistance the Company can provide:

• Where a member of staff fails to co-operate in referral or treatment arrangements, no special assistance will be given and any failure in work performance and behaviour will be dealt with through the Disciplinary Procedure.
• If the process of referral and treatment is completed but is not successful, and failure in work performance or behaviour occurs, these will be dealt with through the Disciplinary Procedure.

A member of staff’s continuation in his/her post or an alternative post during or after treatment will depend upon the needs of the Company at that time.

Disciplinary Action

In line with the Company’s disciplinary rules, the following will be regarded as serious misconduct:

• Attending work and/or carrying out duties under the influence of alcohol or drugs.
• Consumption of alcohol or drugs whilst on duty (other than where prescribed or approval has been given).

Breach of these rules will normally result in summary dismissal, and only in exceptional cases will either notice or the reduced disciplinary action of a final written warning be applied.

Where a breach of these rules occurs, but it is established that an alcohol or drug abuse related problem exists, and the member of staff is willing to co-operate in referral to an appropriate service and subsequent treatment, the Company will suspend the application of the Disciplinary Procedure and provide assistance as described above. Staff who do not comply with the suggested treatment or continue to abuse alcohol or drugs will be subjected to the application of the Disciplinary Policy.