Policy 32: Alcohol, Drugs And Medication Policy

ALCOHOL, DRUGS AND MEDICATION POLICY

You must not drink alcohol on the Company’s premises or the premises of its customers or clients.

Any employee who is found consuming alcohol on the Company’s premises or the premises of its customers and clients or is found to be intoxicated at work will normally face disciplinary action on the ground of gross misconduct under the Company’s Disciplinary Policy.

Existing and prospective employees may be asked to undergo a medical examination, which will seek to determine whether he/she has taken a controlled drug or has an alcohol abuse problem.

A refusal to give consent to such an examination or a refusal to undergo the screening will result in the immediate withdrawal of any offer made to prospective employees and will normally be treated as gross misconduct for employees.

The possession, use or distribution of drugs for nonmedical purposes on the Company’s premises is strictly forbidden and a gross misconduct offence.

If the Company suspects there has been a breach of this policy or your work performance or conduct has been impaired through substance abuse, the Company reserves the right to require you to undergo a medical examination to determine the cause of the problem.

If you refuse to undergo a medical examination in such circumstances your refusal will normally be treated as gross misconduct.

If, having undergone a medical examination, it is confirmed that you have been positively tested for a controlled drug, or you admit there is a problem, the Company reserves the right to suspend you from your employment (with or without pay) to allow the Company to decide whether to deal with the matter under the terms of the Company’s Disciplinary Policy and/or to require you to undergo treatment and rehabilitation.

The Company reserves the right to search you or any of your property held on Company premises at any time if there are reasonable grounds to believe that this policy is being or has been infringed or for any other reason. If you refuse to comply with these search procedures, your refusal will normally be treated as gross misconduct.

The Company reserves the right to inform the police of any suspicions it may have with regard to the use of controlled drugs by its employees on the Company’s premises.

Staff Medication

If you are on any medication, as part of your induction, you will complete a Staff Long-Term Prescribed Medication Agreement (Medication Agreement) which is filed in your personnel folder and scanned to the HR folder. If you take the medication in nursery, you will agree with the nursery manager where the medication is kept (it must be stored in your bag, your locker or the kitchen fridge, securely out of reach of children) and it will be noted on the Monthly Medication Checklist. The nursery manager will ask you to update your Medication Agreement every 6 months.

If anything changes (eg dose), or you come off the medication then you must update your nursery manager and update your Medical Questionnaire and Medication Agreement.

If you are prescribed medication by your doctor you must inform your manager. This will be discussed and recorded at your Return to Work Interview (if you have one). Managers and Senior Managers will assess if you can continue to work (if the medication might impact on your ability to undertake your role); undertake a risk assessment as necessary; record discussions on an Important Conversations Form and attach a copy of the details of the medication. You may be asked to update your Medical Questionnaire. Managers must ensure that you only work directly with children if medical advice confirms the medication is unlikely to impair your ability to look after children properly (EYFS 3.19).