This policy is designed to encourage employees with an alcohol or drugs problem which is affecting them in their work to seek help.
- Any employee who suspects he or she has an alcohol and/or drugs problem is encouraged to seek help voluntarily. This request should be made to his or her Manager on a personal basis. If the employee wishes to contact a different Manager, this is also acceptable. The request will be treated in strict confidence and will in no way jeopardise the employee’s job security. Time off work to obtain help will be offered if necessary, and during this time he or she can be put on sick leave and be entitled to normal sickness benefits.
- An employee who is identified as having an alcohol or drugs problem through observations or by normal procedures following poor work performance, absenteeism etc. will be given the opportunity to seek diagnosis and specialist help as a result of the initial discussion with his or her Manager, where the problem, concern will have been clarified in detail.
- There will be no demotion or retribution unless matters of discipline are involved.
- The decision whether or not to receive treatment is ultimately the responsibility of the member of staff. However, continuing unsatisfactory levels of behaviour or performance may be subject to normal disciplinary procedures if the employee declines to accept a referral for diagnosis or specialist help.
- Should a relapse occur following a return to employment after completion of a recovery programme, sympathetic consideration will be given to the granting of further sick leave, though this cannot be continued indefinitely.
- Employees with an addiction problem should be assured that every assistance will be given to them if they are willing to try to overcome the problem and that the matter will be treated in strict confidence. The Manager and Directors will be the only parties involved, unless by consent with the employee others may need to become involved.
- In cases where the employee is incapable of retaining his or her present job or were returning to the post would on professional advice undermine recovery, every reasonable effort will be made to find alternative employment within the company.
- If the employee is unwilling to co-operate or make efforts to deal with their addiction, and it is having a negative effect on their position or the position of other employees or clients, then disciplinary action may need to be taken.
- An employee will have the right to be represented by a representative of his or her choice at each stage of the proceedings.
Note: This policy does not constitute a waiver of management’s responsibility to maintain discipline or right to take disciplinary action under existing agreements. Nor does assistance under the policy prevent recourse to normal grievance procedures.
- When a member of staff believes he or she has a problem with addiction, which is adversely affecting his or her work, the person should seek help as soon as possible by means of an initial interview with his or her Manager, or a Manager of their choice.
- If management suspects a problem through a pattern of deteriorating work performance and/or absenteeism, the Manager will arrange an informal interview with the staff member concerned, who will have the right to be represented by another member of staff or a trade union representative if desired. The interview will be confined to aspects of work performance only. If the staff member refuses to meet the Manager, and if there is no improvement in the level of work performance, then there will be a meeting with management or an appointed subcommittee thereof which will appraise the situation and offer the staff member a final choice between accepting help, or being subject to the disciplinary consequences. If the staff member is still reluctant to accept help, then management will take appropriate action, and if necessary, a disciplinary process will commence.
- It is necessary that the position regarding confidentiality be clearly understood by everyone involved to avoid difficulties arising in the relationship between the individual concerned, the employer, and the outside treatment agency. Referral to an outside agency may not occur in every case. In most cases, however, outside referral will at least be offered. The normal practice of counselling or treatment agencies is that they provide information to third parties only with the informed consent of the client. In cases where a staff member seeks help of his or her own initiative and completely voluntarily, management will, of course, have no right to any information whatever from the helping agency other than:
- The picture of the general prognosis
- The length of time needed for treatment/counselling visits