Transcript Substance Misuse Policy Slides

Substance Misuse Policy
• Replaces the Alcohol and Substance Misuse
Policy.
• New policy triggered by updated drug driving laws –
but gave opportunity for an overall review.
• The aim of the policy is to:
– Ensure all staff are fit to carry out work safely and effectively
in an environment free from risks associated with alcohol
and drug misuse.
– Promote a culture which is sympathetic to problems
associated with misuse and dependency.
– BUT – duty of care to all; therefore in certain situations the
disciplinary procedure will apply.
Definitions
Misuse – the use of a substance not
consistent with legal or medical guidelines.
Dependency – can be physical or
psychological, or both; means you cannot (or
you feel you cannot) stop taking the
substance.
Scope of the policy:
• Covers all staff working for or on behalf of the
university.
• Main focus is to promote awareness and to enable
support to be offered for an ongoing problem.
• Certain incidents or offences may damage the
university’s reputation and may constitute
misconduct – these would be dealt with under the
relevant disciplinary procedure.
Identifying a problem
May come from personal disclosure of a problem, or
concerns/observations about someone’s behaviour such
as:
• Deterioration of work performance
• Increased absenteeism/lateness
• Accidents
• Change in personality or behaviour
NB. These are not conclusive indicators and could be due
to other factors, but should act as a prompt to start a
dialogue – assistance through manager, HR, Occupational
Health, Employee Assistance Programme.
Alcohol and Drugs at Work
Impact of Misuse:
Reduced attendance, efficiency and performance, impaired judgement
and decision making, increased health and safety risks.
The policy requires employees to:
• Conduct themselves professionally at work-related events –
employees are considered to be ‘at work’ even if outside working
hours and/or off site.
• Comply with drink-driving and drug-driving laws, including local
laws and cultures when travelling overseas as part of their role.
• Declare any possible side effects from prescribed medication
which could impact on their ability to carry out work safely or
effectively; duties/role can be temporarily changed.
• The university expressly prohibits the use of any
illegal drugs or other substances of abuse, such
as solvents and ‘legal highs’.
• Criminal offence to be in possession of, use or
distribute an illicit substance.
• Disciplinary action up to and including dismissal,
plus possible reporting to the police.
Managing suspected misuse
• Seek advice from HR and/or Occupational Health.
• Arrange a meeting to discuss concerns regarding performance
or behaviour – start a dialogue.
• Referral to Occupational Health to seek support and advice.
• An employee who is under the influence at work:
– Management actions should be based on a reasonable
belief.
– Seek immediate advice from HR and Occupational Health.
– If unfit / potential danger – arrange for employee to go home
(not driving themselves) and record as sickness absence.
– Could be misconduct – depending on circumstances – deal
with under the disciplinary procedure.
Providing support
The policy states that the university is “committed, in so far
as possible, to treating dependency (e.g. alcoholism) or
health problems as a result of drug or alcohol misuse in a
similar way to other health issues” – emphasis on support to
allow a successful return to full duties.
Support may include:
• Referral to treatment providers
• Time off for treatment and sickness absence
• Consideration of adjustments to duties and offering other
support where reasonable / recommended (e.g. by a
health professional)
Further advice and support…
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HR Adviser
Occupational Health
Employee Assistance Programme
External support services – contacts listed in
Appendix 2 of the policy