This statement sets out the Lawrence Webster Forrest Policy in respect of any employee or contractor whose proper performance of their duties is or may be impaired as a result of drinking alcohol or taking drugs. Acts of Parliament, Regulations, Codes of Practice, Guidelines and readily available education materials support it.
Lawrence Webster Forrest have taken into account the following:
• Transport and Works Act 1992.
• Health & Safety at Work Act 1974.
• Road Traffic Act 1988.
• Misuse of Drugs Act 1971.
• Management of Health & Safety at Work Regulations 1999.
• LUL Alcohol & Drugs Policy.
Provided that employees and contractors adhere to the provisions of this policy they will normally be able to demonstrate compliance with the above statutory provisions.
Lawrence Webster Forrest will take all reasonable steps to ensure that employees/contractors are made aware of the contents of this statement together with relevant sections of Acts of Parliament and the implications therein. Furthermore as a reasonable employer Lawrence Webster Forrest will have in place procedures to prevent in so far as is reasonably practicable an offence under the above mentioned Statutory Provisions and a process to measure the effectiveness of such procedure.
It is a requirement of Lawrence Webster Forrest that no employee or contractor shall as follows:
• Report or endeavor to report for duty having just consumed alcohol or being under the influence of drugs.
• Report for duty in an unfit state due to the use of alcohol or drugs.
• Be in possession of drugs of abuse in the workplace.
• Consume alcohol or drugs whilst on duty.
Lawrence Webster Forrest proactive approach to the abuse of drugs in the workplace is that of a caring and sympathetic one where employees are encouraged to speak to their line managers, if they believe they have an alcohol or drug related problem. Professional counseling and support will be given to those employees who come forward recognising this.
Includes as a minimum the following drugs or drug groups:
It should also be noted that the abuse of other legal substances such as glue or solvents is prohibited under this policy.
In addition many medicines obtained with or without prescription can affect performance at work and employees must not report for duty if affected by such medicines. Example includes Tranquillisers, Sleeping Pills and Antihistamines for Hay Fever and some cough cold remedies.
Date:22nd March 2016