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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Alcohol and Drugs Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} maintains a safe, professional, and supportive working environment by strictly prohibiting the misuse of alcohol, drugs, and other substances in the workplace. This policy is designed to protect the health, safety, and wellbeing of staff, service users, and the wider community while ensuring full compliance with Care Inspectorate Scotland regulations and the Scottish Social Services Council (SSSC) Codes of Practice.

Our commitments include:

• Ensuring a zero-tolerance approach to alcohol and drug misuse in the workplace.
• Protecting service users from the risks associated with substance abuse.
• Providing support and guidance to employees facing substance-related issues.
• Ensuring compliance with health and safety laws and sector-specific regulations.
• Implementing clear procedures for reporting, testing, and managing substance-related concerns.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, agency, and contract workers.
• Volunteers and external professionals working on behalf of {{org_field_name}}.
• Managers and supervisors responsible for enforcing compliance.
• Service users and their families, in relation to staff conduct and safety.

3. Legal and Regulatory Framework

This policy ensures compliance with:

• Care Inspectorate Scotland regulations, ensuring safe service delivery.
• Health and Social Care Standards (Scotland), ensuring dignity and professionalism.
• Scottish Social Services Council (SSSC) Codes of Practice, requiring social service workers to behave responsibly and avoid behaviour that could harm service users.
• Health and Safety at Work Act 1974, ensuring a safe working environment.
• Misuse of Drugs Act 1971, regulating the possession, distribution, and misuse of controlled substances.
• Road Traffic Act 1988, concerning the operation of vehicles under the influence.
• Equality Act 2010, ensuring support for staff with addiction-related conditions.

4. Prohibited Substances and Behaviour

4.1 Alcohol and Drugs in the Workplace

• The consumption, possession, distribution, or being under the influence of alcohol or illegal drugs while on duty is strictly prohibited.
• Prescription and over-the-counter medications that may impair performance must be declared to management.
• Employees must not arrive at work under the influence of any substance that may impair judgment, performance, or safety.
• The use of illegal substances outside of work that impacts performance, behaviour, or reputation may also result in disciplinary action.

4.2 Substance Use During Work-Related Events

• Alcohol consumption at work-related events is only permitted with prior management approval.
• Any consumption must be moderate and responsible, and staff must not return to work while under the influence.
• Illegal substances are strictly prohibited at all work-related events, regardless of location.

5. Identifying Substance Misuse and Reporting Concerns

5.1 Recognising Signs of Substance Misuse

Managers and staff should be aware of possible signs of alcohol or drug misuse, including:

• Erratic or uncharacteristic behaviour.
• Frequent absenteeism or poor timekeeping.
• Decline in work performance or concentration.
• Physical signs such as slurred speech, unsteady movement, or bloodshot eyes.
• Unexplained mood changes, aggression, or confusion.

5.2 Reporting Concerns

• Any concerns regarding alcohol or drug misuse must be reported to management immediately.
• Reports should be confidential and based on observed behaviour.
• Anonymous reporting is available through designated reporting channels.
• Concerns can be reported directly to the Registered Manager, {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}, via email at {{org_field_registered_manager_email}} or by phone at {{org_field_registered_manager_phone}}.
• Any concerns regarding alcohol or drug misuse must be reported to management immediately.
• Reports should be confidential and based on observed behaviour.
• Anonymous reporting is available through designated reporting channels.

6. Testing and Investigation Procedures

6.1 When Testing May Be Required

{{org_field_name}} reserves the right to request drug or alcohol testing in the following circumstances:

• Following an incident or accident where substance use is suspected.
• If an employee shows signs of impairment that may be linked to substance use.
• As part of a disciplinary investigation into alleged substance misuse.

6.2 Testing Process

• Testing is conducted by an accredited provider following strict confidentiality and procedural fairness.
• Refusal to comply with a test may be treated as a disciplinary matter.
• If a test is positive, a full investigation is conducted before any disciplinary action is taken.

7. Support and Rehabilitation for Staff

7.1 Confidential Support for Employees

{{org_field_name}} is committed to supporting employees dealing with substance misuse by:

• Encouraging open discussions and providing a non-judgmental approach.
• Offering referrals to counselling, employee assistance programmes (EAP), or specialist addiction services.
• Allowing reasonable adjustments where appropriate to aid recovery (e.g., flexible working, phased returns).

7.2 Voluntary Disclosure

• Employees are encouraged to seek help proactively before issues impact their work.
• Voluntary disclosure of substance dependency will not lead to automatic dismissal, provided the employee engages in agreed support plans.

8. Disciplinary Action

• Gross Misconduct: Possession, distribution, or being under the influence of alcohol or drugs at work may result in dismissal.
• Performance Management: If substance misuse affects performance, the employee may be placed under performance review with support interventions.
• Breach of Policy: Violations will be addressed under the disciplinary procedures, with sanctions ranging from warnings to termination depending on severity.

9. Managing Risks and Workplace Safety

9.1 Preventing Workplace Accidents

• Employees must not operate vehicles, machinery, or perform high-risk tasks if impaired.
• Any suspected impairment must be reported immediately.
• Regular safety audits will assess risk factors linked to alcohol or drug use.

9.2 Visitors, Contractors, and Agency Workers

• Any non-employee suspected of being under the influence while on {{org_field_name}} premises or working with service users will be asked to leave immediately.

10. Monitoring and Continuous Improvement

To ensure compliance and effectiveness, {{org_field_name}}:

• Conducts regular reviews of workplace risks and incidents.
• Provides ongoing training on substance misuse awareness.
• Ensures policy updates in response to regulatory changes.
• Engages with occupational health professionals to support best practices.

11. Related Policies

This policy should be read alongside:

• Health and Safety Policy.
• Safeguarding and Adult Protection Policy.
• Whistleblowing Policy.
• Staff Training and Development Policy.
• Regulatory Compliance with the Care Inspectorate Policy.

12. Policy Review

This policy will be reviewed annually or sooner if required due to regulatory updates or operational needs.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.