CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY

Size: px
Start display at page:

Download "CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY"

Transcription

1 CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY KirkleesEdnet/Management/HumanResources APRIL 2008

2 Prepared by: Human Resources Strategy Unit Revised: November 2001 Further Revised: June 2005 (assisted by EROG and HRMG to be implemented from February 2006) April 2006 September 2007 April 2008

3 KIRKLEES METROPOLITAN COUNCIL POLICY ON ALCOHOL, DRUG AND OTHER SUBSTANCE MISUSE OR ABUSE 1. INTRODUCTION 1.1 The aim of this policy is to provide a mechanism to support employees who are failing to maintain satisfactory standards of performance due to the misuse or abuse of alcohol, drugs or other substances. 1.2 The misuse and abuse of alcohol, drugs and other substances has become an increasing problem in society affecting all types of businesses and occupations. The adverse effect on employers can be considerable: lateness, absenteeism, poor performance, loss of productivity, bad behavior, poor discipline, and safety lapses are all common effects of misuse or abuse problems. An employee with a misuse or abuse problem can have a demoralising effect on colleagues, damage the Council s reputation and destroy customer relationships. 1.3 The Council recognises that it has a legal responsibility to its employees, to the public and to other organisations working on the Council s premises or property. It is committed to making proper provision for the health and welfare of its employees as well as ensuring the highest possible safety standards in all its operations. This policy aims to reflect that commitment. 1.4 This policy has been jointly agreed between the Council and the locally recognised Trade Unions. It contains policy objectives and the procedural arrangements for its application; and it commits the Council, the Trade Unions and employees to use the policy for the mutual benefit of employees and the Council. 1.5 It applies to all employees whose misuse or abuse of alcohol, drugs or other substances, in the opinion of the Council, interferes with their work or their relationships at work. It also applies to employees who seek help voluntarily. 1.6 The accompanying guidelines for managers/headteachers and employees should be referred to for further advice on the application of this policy. 2. POLICY OBJECTIVES 2.1 To increase awareness of the risks associated with excessive alcohol consumption, and the misuse or abuse of drugs or other substances. 2.2 To make it clear that the Council regards excessive or inappropriate alcohol consumption or the use of illegal drugs or other substances as incompatible with acceptable employment performance. 2.3 To strike a balance between showing a concern for an employee s welfare and safeguarding the Council s service delivery standards. 2.4 To help managers identify employees who have an alcohol, drugs or other substance-related problem and encourage them to participate in a programme of rehabilitation. 2

4 2.5 To encourage employees who suspect or know they have a misuse or abuse problem to voluntarily seek help and to pursue a programme of rehabilitation. 2.6 To ensure fair and consistent treatment of all employees with misuse or abuse problems. 2.7 To ensure that advice and specialist help is made available to employees at an early stage so that their medical condition can be investigated and treated with the utmost speed and confidentiality. 2.8 To promote a healthy and safe working environment and thereby protect the welfare of all individuals (employees, members of the public and visitors). 2.9 To improve general health and decrease levels of absence arising from alcohol, drug or other substance misuse or abuse To make it clear that the Council will generally take a welfare-based approach when dealing with employees who have an alcohol, drug, or other substancerelated problem. However, the severity of the problem or the refusal of help as described in this policy may lead to disciplinary, capability or absence management action and ultimately to dismissal. 3. PROCEDURE 3.1 Employees voluntarily seeking assistance Any employee who suspects or knows that they have an alcohol, drug or substance problem can seek advice from the Employee Healthcare Unit. Employees should be able to seek such advice independent of management or Headteacher, however management or the Headteacher have the right to be informed of when individuals are to attend sessions during working time The Employee Healthcare Unit will outline to an employee who has sought help voluntarily, the range of specialist advice which is available, for example, from an Occupational Health Physician, General Practitioner, or outside agency. They will attempt to reach an agreement on which a recovery programme can be based. An employee who seeks help voluntarily should not be subject to disciplinary procedures in relation to their misuse or abuse problem. However, if the dependency is affecting either their performance or behaviour at work, management or Headteacher will intervene and the procedure will be as outlined in section Employees who voluntarily seek assistance to overcome an alcohol, drug or substance problem, prior to any management action, do not have to sign a support agreement if they do not wish to have any support during their working hours If medical intervention is recommended that would incur a cost to the Authority, the Employee Healthcare Unit will explore this with the employee so that agreement is reached regarding the need to inform the employee s line manager or Headteacher for approval of the expenditure. 3

5 3.1.5 Any information given to the Employee Healthcare Unit will be treated in the strictest confidence according to the Council s Code of Personal Conduct for Employees and relevant professional codes of conduct. In the case of a voluntary referral, information will only be passed to a nominated manager when either the employee has given written consent to do so or where there is an overriding reason for passing on the information, for example, a legal requirement or it is in the public interest to do so, for example, in connection with the Council s duty of care over an individual s fitness to drive Management intervention As soon as a manager/headteacher suspects, because of inadequate work performance, poor attendance record or observed behaviour, that a particular employee might have a misuse or abuse problem, the manager will firstly discuss the concerns with a HR Officer. The employee will be given an opportunity to respond to management s/headteacher s suspicions in a meeting with either a HR Officer or the manager/headteacher or both, the employee may be supported by a trade union official or work colleague of their choice. The employee will be encouraged to admit to any problem associated with alcohol, or drugs or other substance. To enable this to happen, the employee must be confident that the attitude of those involved will be one of empathy and understanding If the employee admits that they have a misuse or abuse problem, the manager/ Headteacher will make a referral for a medical assessment to the Employee Healthcare Unit or to an appropriate outside agency with the employee s consent Where an employee denies that there is a problem of misuse or abuse, the manager will make the employee aware that if support under this policy is declined, appropriate managerial action will be taken if there is any evidence of inadequate work performance, inappropriate conduct or poor attendance Where the employee is referred to the Employee Healthcare Unit at the request of the manager/headteacher, the Occupational Health Nurse or Doctor will discuss the problem with the employee and obtain their consent for the relevant information to be supplied to the manager in the strictest confidence. The Data Protection Act provides a right of access by an employee to their health record held by the Council s Employee Healthcare Unit. The Employee Healthcare Unit will attempt to ascertain the contributory factors which have led to the referral so that there is agreement with the employee on a future course of action if any is required Following the medical assessment the employee will be given the option of signing up to a rehabilitation programme in the form of a support agreement It is anticipated that where an alcohol or drug support agreement results from disciplinary, capability or other investigation and action the support agreement will include the employee s consent for the Occupational Health Nurse or Doctor to provide a statement to the referring manager/headteacher, whilst maintaining confidentiality The Employee Healthcare Unit will advise whether time off work for treatment is required and whether adjustments to duties and responsibilities should be made in the interim period. 4

6 3.2.8 Suitable alternative employment will be considered if there is a risk of a recurring misuse or abuse problem or of jeopardising the welfare and safety of the employee or of others from remaining in the substantive post. This may be on a temporary basis whilst treatment is considered, given or monitored If an employee fails to follow the rehabilitation programme as described in the support agreement or discontinues a support agreement before its satisfactory completion they may be subject to: normal disciplinary proceedings - if they commit any disciplinary offence, absence management proceedings if their level of sickness hits triggers, capability procedures if their standard of performance falls below acceptable levels, Any of which could lead to dismissal Following a support agreement does not give an employee immunity from any disciplinary action unrelated to their abuse or misuse problem The employee will be monitored against the support agreement and their health will be regularly monitored during the rehabilitation period. 3.3 Medical referral If during a normal medical referral the Employee Healthcare Unit suspects that an employee has a misuse or abuse problem, the employee will in the first instance be encouraged to voluntarily seek help as in section The Employee Healthcare Unit is required to protect all confidential information regarding employees obtained in the course of its professional practice. Disclosure of information can only be provided with consent, where required to do so by the order of a court of law or where there can be justification for disclosure in the wider public interest, for example, in connection with the Council s duty of care over an individual s fitness to drive. 3.4 Action against employees Disciplinary, capability or absence management action resulting from misuse or abuse will not normally be taken against employees who voluntarily request help, unless other matters of discipline are involved. However, in circumstances where the request arises once disciplinary, or other process, has commenced, managers may wish to hold a hearing prior to making an offer of an alcohol or drug support agreement Where it is anticipated that the nature of the allegation could result in a disciplinary sanction management or Headteacher should consider: a) Suspending the disciplinary process pending intervention from an appropriate occupational health care professional. b) Continuing with the disciplinary process alongside intervention from an appropriate occupational health professional Where it is decided to continue with the disciplinary process and the offence committed would otherwise lead to dismissal it is recommended that prior to making a decision consideration be given to issuing a final written warning as an alternative to dismissal in conjunction with an alcohol or drug support agreement. 5

7 3.4.4 There may be occasions when the disciplinary approach would still be appropriate, for example, serious incidents of drunkenness at work or undertaking driving duties while under the influence of alcohol or drugs. Such incidents are considered to be examples of gross misconduct and summary dismissal may be the result Where Capability or sickness absence issues arise they will be dealt with in line with those for disciplinary procedure as detailed in sections and above Employees have the right to be accompanied by a recognised Trade Union representative or work colleague of their choice at all stages of this procedure. 4. THE SUPPORT AGREEMENT 4.1 The Council will offer assistance to anyone suffering from alcohol, drug or substance misuse or abuse in the same way as any employee suffering from any other serious health condition. This policy reflects the belief that individuals who have such problems need support and help, which should be offered in an environment which is caring and confidential. Any employee identified as having a misuse or abuse problem will be treated sympathetically and reasonably but positively. The aim is that the employee s health will ultimately improve and that the employee will be able to return to an acceptable level of performance or attendance or both, and with no recurrence of the original or related problem. 4.2 The aim of the support agreement is to commit the employee to follow a programme of rehabilitation and the Council to make provision for such counselling, therapy, treatment and support for the employee as is reasonable. 4.3 Employees will be granted time off work for blood or other specimen tests carried out by or on behalf of the Employee Healthcare Unit and to attend a specialist treatment clinic where appropriate, during normal working hours. Normal sickness rules will apply to such absences. The Council will record and monitor all sickness absences associated with the alcohol, drug, or substance-related problem including time off work to comply with a support programme. Details of the exact process will be outlined in the individual support agreement. 4.4 The support agreement will be agreed following consultation between Employee Healthcare, the line manager/headteacher and the individual concerned. The Employee Healthcare Unit will report elements of inconsistency to the Head of Human Resources who will intervene as necessary. 5. THE EMPLOYER S RESPONSIBILITY IN ACCORDANCE WITH THE DISABILITY DISCRIMINATION ACT Section 1 of the Disability Discrimination Act 1995 defines a disabled person as someone who has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities. On the face of it, alcoholism, drug or substance dependency might be thought to fall within the scope of that definition. Under the Disability Discrimination (Meaning of Disability) Regulations 1996 S1 1996/1455, however, addiction to or dependency on alcohol or any other substance is specifically excluded from the scope of the Act unless the addiction was originally the result of the administration of medically prescribed drugs or other medical treatment. 6

8 5.2 Employees with impairments that are the result of an addiction, for example, liver damage or a clinically recognised illness caused by alcohol, are covered by the Act. Therefore, employees who have a recognised alcohol or other related disease could be considered to be disabled under the Act. If that is the case the Council s policy on disability will apply and managers should seek advice from their Equalities or HR Officer before proceeding with either this policy or the sickness absence management policy. 6. CONFIDENTIALITY 6.1 Employees with a misuse or abuse problem should have no fears about seeking advice and help to aid their recovery. The manager/headteacher will give them assistance willingly and in complete confidence. The confidential nature of any records or correspondence will be subject to the statutory protection of the Data Protection Act 1998 (with effect from March 2000) and the Access to Medical Reports Act COMMUNICATING THE POLICY 7.1 It is important that this policy is effectively communicated to all employees and that managers/headteachers are trained in implementing it. Training measures will be instituted where appropriate and new employees will be made aware of the policy through the Council s induction programme and local induction arrangements. 8. MONITORING AND REVIEW 8.1 The Council and the Trade Unions accept that this is a working policy and its effectiveness should be evaluated in the light of operational experience. Both parties retain the right to monitor the policy and to ask for a review at any time during its operation. 8.2 The Employee Healthcare Unit and HR Officers will monitor the operation of the policy to ensure that it is clearly understood, and consistently applied. They will pay particular attention to the clarity of the policy and operational guidelines, and the ability of managers/headteachers and employees to discharge their responsibilities under the policy. 8.3 The Employee Healthcare Unit and HR Officers will collate statistical information on an annual basis in order to monitor the effectiveness of the policy. This will include, for example, the number of employees who have voluntarily sought help and the number of employees referred through management or medical sources. Other useful indicators will be the number of support agreements in operation, the number of agreements successfully completed and the number of broken or failed agreements. 8.4 Monitoring information will be dealt with in strict confidence and will not reveal the identity of individual employees. 7

9 9. APPENDIX ALCOHOL, DRUG AND OTHER SUBSTANCE MISUSE OR ABUSE SUPPORT AGREEMENT (EXAMPLE ONLY) The purpose of this support agreement is to offer support and treatment for (name) who requires help with (condition) with the aim that (name s) health will ultimately improve and that (she/he) will be able to return to an acceptable level of (performance or attendance or both) with no recurrence of the problem. BACKGROUND The Council has identified that (name), (job title) employed at (address) is unable to adequately fulfil (his/her) contractual duties owing to.. The Council has established that (name) has.. to such an extent that (his/her) ability to fulfil (his/her) contractual duties is impaired and that (he/she) has rendered (himself/herself) liable to disciplinary capability or absence management action. (Only to be used in the case of sanction being given). INFORMATION 1. On this occasion, provided that (name) complies with all of the provisions set out below, the Council will not initiate disciplinary proceedings in relation to their misuse/abuse problem. For use on Voluntary referrals only. 2. For its part, the Council will endeavour to make provisions for counselling, therapy, treatment and support in the form of a rehabilitation programme for (name) as is reasonable, with a view to enabling (him/her) to meet the provisions contained in this agreement. 3. It is expected that during the period of the support agreement the individual will: (insert as appropriate) refrain from alcohol/drugs not be under the influence of alcohol/drugs (as defined by drink drive levels) 4. It is therefore understood and agreed by (name) that should (he/she) fail to complete this agreement or breach any of the conditions arising from the rehabilitation programme, the agreement may be terminated and any relevant disciplinary, capability or absence management action instituted. This may ultimately, lead to dismissal. 5. It is understood by all parties, that the contents and requirements of this agreement do not vary or form part of the terms and conditions of (name s) contract of employment nor do they in any way inhibit or restrict (his/her) statutory rights with regard to employment. 8

10 AGREEMENT 1. (name) will make every effort to refrain completely from.. 2. (name) will not present (himself/herself) for work while under the influence of.. but will report the absence in accordance with the Council s sickness absence procedures. 3. Sickness absence will be strictly monitored and dealt with according to existing procedures. If absences are such that triggers are being hit as set out under the attendance improvement/absence management policies this may ultimately lead to dismissal. 4. (name) will attend.. when appointments are made and will participate in courses of therapy, counselling or other non-surgical treatment prescribed by the relevant medical adviser. 5. When appointments are made (name) will attend all sessions with the Occupational Health Nurse or Doctor, and others involved in the support programme, as part of ongoing therapy, counselling or treatment. 6. When requested to do so by the Employee Healthcare Unit, (name) will attend at its surgery for monitoring purposes and will co-operate fully with the Occupational Health Nurse or Doctor. 7. (name) will comply with all requests to provide blood samples or urine or such other specimens as may be directed by Employee Health Care. Requests to provide relevant specimens may be made either through a regular appointment system or randomly or both at anytime during (name s) working hours. (He/she) will give written consent to testing at the time they are required to provide any sample or specimen. To be used in cases resulting from disciplinary or absence management cases 8. (name) gives written consent for the Occupational Health Nurse or Doctor to provide information to the (named referring manager/headteacher) of the results of tests on specimens, whilst maintaining confidentiality. Signed.. (Employee) Signed.. (Employee Healthcare Unit) Signed.. (Employee s manager/headteacher) Date Date Date Signed.. Date (Trade union representative or other person of the employee s choice) 9

No employee, student, contractor or visitor shall in connection with any workrelated

No employee, student, contractor or visitor shall in connection with any workrelated Alcohol and Drugs Misuse Policy Introduction The University is committed to promoting the well being of all its employees, students, contractors and visitors whilst ensuring that a professional, effective

More information

CONTENTS. 1. Introduction. 2. Policy. 3. Procedure. 4. Training. 5. Education. 6. Definition of Roles

CONTENTS. 1. Introduction. 2. Policy. 3. Procedure. 4. Training. 5. Education. 6. Definition of Roles CONTENTS 1. Introduction 2. Policy 3. Procedure 4. Training 5. Education 6. Definition of Roles 1. Introduction It is now recognised that drug and alcohol abuse are problems which cause society as a whole

More information

DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE

DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.04.17 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Aims of the policy 4. Health and Safety

More information

Policy and guidance for dealing with Alcohol and Drug related issues

Policy and guidance for dealing with Alcohol and Drug related issues Policy and guidance for dealing with Alcohol and Drug related issues Introduction 1. In accordance with its mission the University has a duty to provide a safe and healthy working and learning environment

More information

This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent trade unions.

This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent trade unions. Valley Gardens Middle School Alcohol and Drug Abuse Policy and Procedure This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent

More information

D15. DRUGS AND ALCOHOL

D15. DRUGS AND ALCOHOL D15. DRUGS AND ALCOHOL Management of Health and safety at Work Regulations 1992 Control of Substances Hazardous to Health Regulations 1999 D.15.1. PURPOSE It is Company policy of to provide and maintain

More information

Prescription Drugs and Alcohol Policy and Procedure

Prescription Drugs and Alcohol Policy and Procedure APPENDIX Prescription Drugs and Alcohol Policy and Procedure Purpose Scope Principles Roles and Responsibilities Definition of Substance Misuse Management Expectation Employee Disclosure Addressing the

More information

Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY

Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY MANAGING ALCOHOL/DRUG ABUSE POLICY AND PROCEDURE FOR SCHOOL STAFF (REVISED JANUARY 2013) Policy Leader: Paul Slater Policy

More information

Alcohol, Drug and Substance Abuse Policy & Procedures (July 2014)

Alcohol, Drug and Substance Abuse Policy & Procedures (July 2014) Alcohol, Drug and Substance Abuse Policy & Procedures (July 2014) 1. SCOPE OF THE POLICY a. Introduction (1) Dundalk Institute of Technology (hereinafter called the Institute ) recognises that it has a

More information

Sample Workplace Alcohol and Drugs Policy

Sample Workplace Alcohol and Drugs Policy Sample Workplace Alcohol and Drugs Policy 1. Introduction This company is committed to providing a safe, healthy and productive working environment for all employees, contractors, customers and visitors

More information

Misuse of Drugs and Alcohol

Misuse of Drugs and Alcohol Reference: 3.41 Edition Date: 3 June 2014 Page 1 of 12 Misuse of Drugs and Alcohol 1. PURPOSE 1.1 This procedure aims to contribute to a safe, healthy and highly productive work environment by: - Raising

More information

Policy Name: Version: Approved By: Date Approved: Review Date:

Policy Name: Version: Approved By: Date Approved: Review Date: Policy Name: Alcohol & Drug Use Policy Version: 3 Approved By: Corporate Health and Safety Working Group Date Approved: Last Amendment October 2008 Review Date: October 2009 ALCOHOL & SUBSTANCE USE POLICY

More information

POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT

POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT Approved By: Trust Executive Date Approved: 10 March 2004 Trust Reference: B6/2004 Version: V2 Supersedes: V1 (Approved by Trust Executive

More information

UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST. Alcohol, Drug and Other Substance Abuse in Employment

UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST. Alcohol, Drug and Other Substance Abuse in Employment UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST Alcohol, Drug and Other Substance Abuse in Employment Approved by: Trust Executive Trust Ref: B6/2004 Date of Approval: 10 March 2004 Originator: Director of

More information

Employee Alcohol and Substance Abuse Policy. Effective from January 2014

Employee Alcohol and Substance Abuse Policy. Effective from January 2014 Employee Alcohol and Substance Abuse Policy Effective from January 2014 Contents 1.0 Introduction... 4 2.0 Aims... 4 3.0 Legal issues in relation to employment... 4 3.1 Health and Safety at Work Act 1974...

More information

International Students House Health and Absence Management Policy

International Students House Health and Absence Management Policy International Students House Health and Absence Management Policy PURPOSE International Students House accepts that employees will, on occasions, find themselves unable to attend work due to sickness.

More information

ALCOHOL, DRUG AND SOLVENT ABUSE CONTENTS

ALCOHOL, DRUG AND SOLVENT ABUSE CONTENTS ALCOHOL, DRUG AND SOLVENT ABUSE CONTENTS 1.0 POLICY 2.0 RULES 3.0 DEFINITIONS 4.0 ESTABLISHING THE PROBLEM 4.1 ABSENTEEISM 4.2 HIGH ACCIDENT LEVEL 4.3 WORK PERFORMANCE 4.4 MOOD SWINGS 4.5 MISCONDUCT 4.6

More information

Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY

Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY Agreed by the Governing Body Personnel & Remuneration Committee May 2015 To be reviewed Summer 2017 (first approved in February 2010, with an appendix

More information

MANAGING SICKNESS ABSENCE POLICY

MANAGING SICKNESS ABSENCE POLICY MANAGING SICKNESS ABSENCE POLICY Policy Devised: March 2013 Adopted on: 5 th December 2013 Review date: December 2014 1. BACKGROUND 1.1 From time to time employees may suffer ill health and it is essential

More information

Chelmsford City Council. Human Resources. Drugs and Alcohol at Work

Chelmsford City Council. Human Resources. Drugs and Alcohol at Work Chelmsford City Council Human Resources Drugs and Alcohol at Work Table of contents 1. Introduction... 1 2. Scope... 1 3. Advice... 1 4. Assistance... 2 5. Further Support and Information... 3 1. Introduction

More information

PROCEDURE FOR MANAGING SICKNESS ABSENCE

PROCEDURE FOR MANAGING SICKNESS ABSENCE PROCEDURE FOR MANAGING SICKNESS ABSENCE ORKNEY ISLAND S COUNCIL PROCEDURE FOR MANAGING SICKNESS ABSENCE 1 INTRODUCTION The Council s procedure on the management of sickness absence is outlined below. The

More information

DRUGS AND ALCOHOL POLICY

DRUGS AND ALCOHOL POLICY DRUGS AND ALCOHOL POLICY Date of last review: April 2015 Review period: 2 years Date of next review: April 2017 Owner: Head of HR Type of policy: Network LGB or Board approval: Board Policy Agreed by Ark

More information

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting

More information

PROCEDURE Police Staff Discipline. Number: C 0901 Date Published: 9 May 2013

PROCEDURE Police Staff Discipline. Number: C 0901 Date Published: 9 May 2013 1.0 Summary of Changes Amendments to the 1 st bullet point of section 4.5 and the 3 rd, 4 th, 6 th and 7 th bullet point in section 4.8 have been made. Section 4.9 has been removed as the content is now

More information

ALCOHOL AND DRUGS POLICY. 1. Introduction

ALCOHOL AND DRUGS POLICY. 1. Introduction 1. Introduction Throughout this Policy, the words Translink Company and/or the Group refer to all corporate entities under the ownership of the Northern Ireland Transport Holding Company (NITHC). This

More information

Appendix S ATTENDANCE MANAGEMENT POLICY

Appendix S ATTENDANCE MANAGEMENT POLICY Appendix S ATTENDANCE MANAGEMENT POLICY This Policy sets out the Council's expectations of both managers and employees in the management of attendance at work, particularly with regard to sickness absence.

More information

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013 Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE Agreed June 2013 To be reviewed 2015 Contents Page 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Process 4.1 Rules for

More information

NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control

NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY Documentation Control Reference HR/P&C/003 Date approved 4 Approving Body Trust Board

More information

Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF. Version: November 2009. Approved By: Date Approved:

Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF. Version: November 2009. Approved By: Date Approved: Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF Version: November 2009 Approved By: Date Approved: Review Date: November 2010 1 SICKNESS ABSENCE - POLICY AND PROCEDURES 1 Introduction

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE INTRODUCTION These procedures are compliant with the ACAS code of practice and are designed to help and encourage staff at Pilgrims Hospice to achieve and maintain required standards

More information

Disciplinary and Dismissals Policy

Disciplinary and Dismissals Policy Policy Purpose/statement/reason for being Disciplinary and Dismissals Policy E.G - MIP is designed to strengthen the effectiveness of individual s contribution to the Council s success. Purpose The Disciplinary

More information

SEN15-P69b 24 June 2015. University Ordinances

SEN15-P69b 24 June 2015. University Ordinances SEN15-P69b 24 June 2015 University Ordinances Ordinance XXXV Staff Disciplinary Policy and Procedure (Version effective from 27 November 2014) This ordinance shall apply to all staff to whom paragraph

More information

MANAGING ATTENDANCE POLICY

MANAGING ATTENDANCE POLICY 1 The Royal Liberty School Where boys are ambitious, where boys succeed MANAGING ATTENDANCE POLICY Reviewed by: Finance and Personnel Committee Review Date: June 2015 Next Review: June 2016 2 CONTENTS

More information

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date:

Otley Town Council. Disciplinary Policy. Date Approved: 17 th February 2014 Revision Date: Otley Town Council Disciplinary Policy Date Approved: 17 th February 2014 Revision Date: OTLEY TOWN COUNCIL DISCIPLINARY POLICY 1.0 Introduction 1.1 This policy is based on and complies with the 2009 ACAS

More information

Managing Employee Attendance in Schools

Managing Employee Attendance in Schools Managing Employee Attendance in Schools SICKNESS ABSENCE POLICY AND PROCEDURE Author: Human Resources Version: Date: March 2011 Effective from File Reference: Contents Sickness Absence Policy 1. Policy

More information

Managing Sickness Absence Policy HR022

Managing Sickness Absence Policy HR022 Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of

More information

Workforce Performance Management Policy and Procedure

Workforce Performance Management Policy and Procedure Workforce Performance Management Policy and Procedure Workforce Performance Management Policy and Procedure Page: Page 1 of 19 Recommended by Approved by Executive Management Team Workforce Committee Approval

More information

Director of Organisational Development & Workforce DISCIPLINARY POLICY

Director of Organisational Development & Workforce DISCIPLINARY POLICY Directorate of Organisational Development & Workforce DISCIPLINARY POLICY Reference: OWP017 Version: 3.0 This version issued: 15/05/13 Result of last review: Major changes Date approved by owner (if applicable):

More information

Riccall Pre-school Staff Disciplinary Procedure

Riccall Pre-school Staff Disciplinary Procedure Riccall Pre-school Staff Disciplinary Procedure Staff Management and Development It is important that staff are managed well from the beginning, to benefit the setting as a whole and the staff themselves.

More information

Drug and Alcohol Policy

Drug and Alcohol Policy Drug and Alcohol Policy 1. Introduction 1.1 As a responsible employer, ARK Academies recognises the need for a constructive and preventative strategy designed to encourage early identification of alcohol

More information

A Policy Regarding Misuse of Alcohol and Drugs by Staff and Students

A Policy Regarding Misuse of Alcohol and Drugs by Staff and Students A Policy Regarding Misuse of Alcohol and Drugs by Staff and Students The Policy The abuse of alcohol and drugs is inconsistent with work and study and with the high standards of behaviour that society

More information

POLICY AND PROCEDURE

POLICY AND PROCEDURE SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE 2 Version History Version Status Author Date Comments 1 Initial Draft AGH 23/04/13 Initial draft for discussion 2 Amended AGH 11/11/13 Amended following

More information

ProcedureType text here. Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments

ProcedureType text here. Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments ProcedureType text here Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments January 2007 LEICESTER CITY COUNCIL LOCAL AUTHORITY Sickness Absence

More information

Alcohol and Drugs Policy. Committee responsible for review. Agreed date Autumn 2013

Alcohol and Drugs Policy. Committee responsible for review. Agreed date Autumn 2013 Alcohol and Drugs Policy Committee responsible for review Resource Agreed date Autumn 2013 Review date Autumn 2016 Contents Page Introduction 3 The need for compliance 3 Management responsibilities 4 Individual

More information

POLICY FOR MANAGING SICKNESS ABSENCE

POLICY FOR MANAGING SICKNESS ABSENCE Summary POLICY FOR MANAGING SICKNESS ABSENCE This policy sets out the standards for dealing with sickness absence in a fair, sensitive and supportive way, whilst at the same time recognising the needs

More information

DRUG AND ALCOHOL ABUSE POLICY

DRUG AND ALCOHOL ABUSE POLICY DRUG AND ALCOHOL ABUSE POLICY St Mary Magdalene Academy is a Christian community of learning. We aim to nurture young people to become high achievers and to discover their vocation in the global society.

More information

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1. Scope and Purpose NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1.1 Newman University [hereafter referred to as the University] recognises disciplinary rules and procedures are necessary for the

More information

Human Resources Author: Lou Hassen Version: 1 Review Date: Dec 2012 Page 1 of 7. Trinity Academy Disciplinary Policy

Human Resources Author: Lou Hassen Version: 1 Review Date: Dec 2012 Page 1 of 7. Trinity Academy Disciplinary Policy Page 1 of 7 Trinity Academy Disciplinary Policy Policy Statement The purpose of the Disciplinary Procedure is to give staff members every opportunity to improve standards of behaviour and conduct and to

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure 1. Purpose and Scope This procedure is designed to help and encourage employees to achieve and maintain acceptable standards of conduct and performance whilst ensuring the fair and

More information

Sickness Management Policy

Sickness Management Policy Sickness Management Policy Human Resources UpdatedSept 2012 AJR/HR/Sickness Management Policy 1.0 PURPOSE 1.1 The University is committed to promoting the health, safety and welfare of its employees. The

More information

Disciplinary and Grievance Policy

Disciplinary and Grievance Policy United Biscuits UK Ltd Disciplinary and Grievance Policy June 2015 Contents 1. Introduction... 3 2. Disciplinary Policy... 3 2.1. Aims of Policy... 3 2.2. Responsibilities... 3 2.3. Legal Framework within

More information

Sickness absence policy

Sickness absence policy Sickness absence policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes

More information

Workforce Health and Wellbeing Alcohol and Drugs Policy

Workforce Health and Wellbeing Alcohol and Drugs Policy 1 Workforce Health and Wellbeing Alcohol and Drugs Policy July 2013 2 CONTENTS Introduction... 3 National policy context... 3 The Northumberland Context... 4 The Council context... 5 The consumption of

More information

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF Based on Leeds City Council recommendations January 2012 1 CONTENTS 1. Introduction 2. Scope of the Procedure 3. Core Principles 4. Management of

More information

Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015

Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Category Human Resources Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Related Documents Name Support

More information

Human Resources Team Human Resources Directorate. Alcohol and Substance Misuse Policy

Human Resources Team Human Resources Directorate. Alcohol and Substance Misuse Policy Human Resources Team Human Resources Directorate Alcohol and Substance Misuse Policy 1 Contents Scope... 3 Objectives... 3 Responsibilities... 3 Guidelines... 5 1. Absenteeism... 5 2. High Accident Level...

More information

Attendance Management Procedure and Policy

Attendance Management Procedure and Policy ATTENDANCE MANAGEMENT PROCEDURE Attendance Management Procedure and Policy Attendance management procedure Date of Issue: 02 September 2015 To: All Headteachers, Chairs of Governors and Management Committees

More information

ALCOHOL/DRUG WORKPLACE POLICY FOR THE PUBLIC SERVICE

ALCOHOL/DRUG WORKPLACE POLICY FOR THE PUBLIC SERVICE ALCOHOL/DRUG WORKPLACE POLICY FOR THE PUBLIC SERVICE The Alcohol/Drug Policy in the Workplace for the Public Service was ratified by the Council of Ministers in September 2001. This policy has been drawn

More information

Sickness Absence Management Policy

Sickness Absence Management Policy Bolsover District Council Sickness Absence Management Policy (July 2015) 26 CONTROL SHEET FOR SICKNESS ABSENCE MANAGEMENT POLICY Policy Details Comments / Confirmation (To be updated as the document progresses)

More information

The employee is responsible for adhering to the standards of performance and behaviour set by Nansen Highland.

The employee is responsible for adhering to the standards of performance and behaviour set by Nansen Highland. Disciplinary and dismissal procedure Introduction The disciplinary policy complies with the ACAS statutory Code of Practice on discipline and grievance. The policy aims to ensure that all employees are

More information

Date Amendments/Actions Next Compulsory Review Date

Date Amendments/Actions Next Compulsory Review Date CTC KINGSHURST ACADEMY STAFF DISCIPLINARY POLICY AND PROCEDURE POLICY REFERENCE: POL017S Policy History Policy Ref & Version Date Amendments/Actions Next Compulsory Review Date POL017S V1.0 1 st September

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

Disciplinary and Performance Management Policy & Procedure October 2010

Disciplinary and Performance Management Policy & Procedure October 2010 Disciplinary and Performance Management Policy & Procedure October 2010 Policy control Reference Disciplinary & Performance Management Policy & Procedure Date approved 18 October 2010 Approving Bodies

More information

Little Stoke Primary School

Little Stoke Primary School Little Stoke Primary School A Model Disciplinary Procedure for Staff Employed in Locally Managed Schools This Policy complies with the ACAS Code of Practice and ACAS Guide to Discipline and Grievances

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE This procedure accompanies Woking Mind disciplinary policy Document History Version Date Drafted by Authorised by Reason for revision This policy was approved on 10/08/2011 and will

More information

Alcohol and drugs. Introduction. The legal position

Alcohol and drugs. Introduction. The legal position Alcohol and drugs Introduction There are no reliable figures for the misuse of drugs and alcohol by NHS staff but a survey in 2001 by Alcohol Concern and Drugscope suggested that 60 per cent of employers

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure February 2014 SICKNESS ABSENCE MANAGEMENT AND POLICY AND PROCEDURE POLICY STATEMENT 1. Purpose and Core Principles 1.1. Leeds Beckett University aims to

More information

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract.

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract. Discipline Policy 1. Introduction This policy set outs how Monitor will deal with employee conduct which falls below the expected standard. It is Monitor s aim to use the policy as a means of encouraging

More information

TAFE SA Student Alcohol and Other Drug Policy Under the umbrella of Drugs and Alcohol Policy (DFEEST OHS&IM 026)

TAFE SA Student Alcohol and Other Drug Policy Under the umbrella of Drugs and Alcohol Policy (DFEEST OHS&IM 026) TAFE SA Student Alcohol and Other Drug Policy Under the umbrella of Drugs and Alcohol Policy (DFEEST OHS&IM 026) 1. Purpose of the policy The purpose of the Student Alcohol and Other Drug Policy is to

More information

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing the council.

More information

South Ayrshire Council. Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011

South Ayrshire Council. Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011 South Ayrshire Council Agenda Item No. 3 (2) (k) Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011 Subject: Disciplinary Procedures 1. Purpose 1.1 The purpose of

More information

BLUE CRANE ROUTE MUNICIPALITY. SUBSTANCE ABUSE POLICY (Alcohol and Drugs)

BLUE CRANE ROUTE MUNICIPALITY. SUBSTANCE ABUSE POLICY (Alcohol and Drugs) BLUE CRANE ROUTE MUNICIPALITY SUBSTANCE ABUSE POLICY (Alcohol and Drugs) 2 TABLE OF CONTENTS CONTENTS PAGE 1. Purpose of the policy 3 2. Application of the policy.. 3 3. Definitions... 3 4. Policy on alcohol

More information

STAFF SICKNESS MANAGEMENT POLICY MAY

STAFF SICKNESS MANAGEMENT POLICY MAY STAFF SICKNESS MANAGEMENT POLICY MAY 2015 Harington School Rutland office@haringtonschool..com www.haringtonschool.com CONTENTS 1 PURPOSE OF THE POLICY AND PROCEDURE... 3 2 MANAGEMENT RESPONSIBILITIES...

More information

CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE. Adopted by Council - 5 November 2013. Table of Contents

CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE. Adopted by Council - 5 November 2013. Table of Contents CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE Adopted by Council - 5 November 2013 Table of Contents 1 PURPOSE AND SCOPE:... 2 2 PRINCIPLES:... 2 3 THE PROCEDURE FOR MISCONDUCT AND GROSS MISCONDUCT:...

More information

POLICY AND PROCEDURE. Alcohol & Drugs. SoLO Life Opportunities. Introduction. Category: staff and volunteers

POLICY AND PROCEDURE. Alcohol & Drugs. SoLO Life Opportunities. Introduction. Category: staff and volunteers SoLO Life Opportunities POLICY AND PROCEDURE Alcohol & Drugs 38 Walnut Close Chelmsley Wood Birmingham B37 7PU Charity No. 1102297 England Company No. 5025939 Category: staff and volunteers Introduction

More information

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014 HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY Date of Policy 1993 Date policy to be reviewed 09/2014 Policy written by SFC/HR Risk Register Ref (s) HR7 Impact Assessed EDG Date Impact assessed 10/2012

More information

DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development

DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development Version 3: March 2010 CHANGES 01 June 2000: Policy implemented August 2010: Styling revised in line with corporate guidelines

More information

The Medical Center regrets any inconvenience or problems that the policy may cause but believes that the overall benefit to the institution and its

The Medical Center regrets any inconvenience or problems that the policy may cause but believes that the overall benefit to the institution and its Policy. The following rules represent the University of Mississippi Medical Center s policy concerning substance abuse. They are enforced uniformly with respect to all employees, as indicated: 1. All employees

More information

Policy and Procedure. Managing Attendance. Policy and Procedure

Policy and Procedure. Managing Attendance. Policy and Procedure Managing Attendance Policy and Procedure Agreed at CNG on 25 th April 2007 Managing Attendance Policy and Procedure Table of contents: TABLE OF CONTENTS Section 1 The Policy 3 Aim of the Process 3 Key

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE May 2012 1 Introduction The Disciplinary Procedure applies to all SESTRAN employees. Its main aims are to promote fairness, equity and order in the treatment of individuals and in

More information

NOT PROTECTIVELY MARKED

NOT PROTECTIVELY MARKED PEOPLE AND ORGANISATIONAL DEVELOPMENT HUMAN RESOURCES DISCIPLINARY POLICY AND PROCEDURE Author/Role Fiona Munro, Human Resources Date of Risk Assessment (if applicable) N/A Date of Equality Impact Assessment

More information

MANAGING ATTENDANCE POLICY

MANAGING ATTENDANCE POLICY MANAGING ATTENDANCE POLICY POLICY Purpose 3 Responsibilities 3 Sickness Schemes 3 PROCEDURE Sickness Notification Procedure 4 4.1 General Principals 4 4.2 Reporting of Sickness Absence 4 4.3 Sickness Absence

More information

DRUG, ALCOHOL AND SUBSTANCE ABUSE

DRUG, ALCOHOL AND SUBSTANCE ABUSE 1. INTRODUCTION... 2 2. PURPOSE... 2 3. SCOPE... 2 4. GLOSSARY OF TERMS... 2 5. STATEMENTS... 3 6. PARENTS OBLIGATIONS... 7 7. ENFORCEMENT OF THIS... 7 8. REVIEW... 7 DRUG ALCOHOL AND SUBSTANCE ABUSE V

More information

Wotton-under-Edge Town Council

Wotton-under-Edge Town Council Wotton-under-Edge Town Council Disciplinary Procedure Adopted March 2015 1. PROCEDURE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct

More information

THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY

THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY Sickness 1. Scope of the Procedure 1.1 This procedure applies to all teaching and support staff employed in the academy who meet the

More information

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES 1. INTRODUCTION 11. The Dublin Institute of Technology (hereinafter called the Institute ) recognises that regular attendance is an essential part of the

More information

Absence Management Policy and Procedures. Version 1 Ratified 12/10/11

Absence Management Policy and Procedures. Version 1 Ratified 12/10/11 Absence Management Policy and Procedures Version 1 Ratified 12/10/11 ABSENCE MANAGEMENT POLICY AND PROCEDURES PART 1: GENERAL POLICY 1. Introduction 1.1 E-ACT is committed to creating a positive working

More information

Newcastle University disciplinary procedure

Newcastle University disciplinary procedure Newcastle University disciplinary procedure Contents 1. INTRODUCTION... 1 2. RIGHT OF REPRESENTATION... 3 3. TRADE UNION REPRESENTATIVES... 3 4. SCHEDULING OF FORMAL MEETINGS AND APPEALS... 3 5. INVESTIGATION...

More information

Absence Management Policy and Procedures

Absence Management Policy and Procedures Absence Management Policy and Procedures Part 1 General Policy 1. Introduction 1.1 ARK Academies is committed to creating a positive working environment. Employees who are absent from work due to sickness

More information

Employees are also under a duty to take reasonable care of themselves and others who could be affected by their actions at work.

Employees are also under a duty to take reasonable care of themselves and others who could be affected by their actions at work. Chapter 20 Drug and Alcohol Misuse in the Workplace 20.1 Overview Employers have a general duty under the Health and Safety at Work etc Act 1974 to ensure as far as is reasonably practicable the health,

More information

POLICY REGARDING TREATMENT OF EMPLOYEES WHO SUFFER FROM SUBSTANCE ABUSE/DEPENDENCY

POLICY REGARDING TREATMENT OF EMPLOYEES WHO SUFFER FROM SUBSTANCE ABUSE/DEPENDENCY 1 POLICY REGARDING TREATMENT OF EMPLOYEES WHO SUFFER FROM SUBSTANCE ABUSE/DEPENDENCY Item B HR (02 2008) MC 13/03/2008 POLICY REGARDING TREATMENT OF EMPLOYEES WHO SUFFER FROM SUBSTANCE ABUSE/DEPENDENCY

More information

SOLVENT AND DRUG ABUSE

SOLVENT AND DRUG ABUSE SOLVENT AND DRUG ABUSE The Cumberland School does not support the misuse of drugs, cigarettes or alcohol by its members, nor the illegal supply of these substances. The school is committed to the health

More information

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?

More information

Alcohol and Drug Policy

Alcohol and Drug Policy DEVELOPING AN Alcohol and Drug Policy FOR YOUR WORKPLACE 1. introduction THROUGHOUT EUROPE, ALCOHOL AND OTHER DRUG PROBLEMS IN THE WORKPLACE ARE A MAJOR FACTOR IN ACCIDENTS, ABSENTEEISM AND REDUCED PRODUCTIVITY.

More information

Sickness Absence Policy

Sickness Absence Policy Human Fertilisation & Embryology Authority Sickness Absence Policy In this policy: 1 Introduction 2 Notification 3 Paid sick leave 4 Statutory sick pay 5 Short term sickness absence 6 Long term sickness

More information

CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY

CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY VISION: Cyril Jackson is a safe and stimulating environment where children encounter challenging and creative learning experiences. Each member

More information

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action:

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action: WISBOROUGH GREEN PARISH COUNCIL DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst

More information

ALCOHOL, DRUG OR SUBSTANCE MISUSE POLICY Documentation Control

ALCOHOL, DRUG OR SUBSTANCE MISUSE POLICY Documentation Control Supporting Documents and References ALCOHOL, DRUG OR SUBSTANCE MISUSE POLICY Documentation Control Reference HR/P&C/006 HR/P&C/006 Approving Body Trust Board 5th August, 2010 Date Approved Approving Body

More information

Disciplinary Policy & Procedure. Version 2.0

Disciplinary Policy & Procedure. Version 2.0 Disciplinary Policy & Procedure Version 2.0 Date of Last Update: February 2015 Version Control Note: minor updates increase version number by 0.1, major updates increase version number by 1.0. Version

More information

Elm Park Primary School. Managing Staff Sickness Policy

Elm Park Primary School. Managing Staff Sickness Policy Elm Park Primary School Enriching, Learning, Motivating Managing Staff Sickness Policy Written/reviewed by (SGC model policy 2009) Debbie Williams Start Date January 2012 Review Date January 2014 Headteacher

More information