Where a Problem Exists

In the event of the business becoming aware of any substance dependency/substance abuse problem that you might have, whether through managerial identification or self-referral, a conversation must take place between you a director initially (although HR will likely be involved either immediately or soon after to assist with the situation). To this end, it can be expected that the director and HR will document any discussions regarding your dependency.

It may also be that other key members of your team may need to be made aware of your problem in order to monitor potential health and safety risks, however, this will be discussed and confirmed to you.

Whether support (and indeed what level of support) is provided to you will be entirely at the Company’s discretion. Under these circumstances, the following guidelines apply:

• Where treatment takes place, and where you are required to remain off work, the standard sickness procedure will be followed, and the usual sick pay provisions will apply. 
• Where you fail to co-operate in referral or treatment arrangements, the matter may be dealt with using the Disciplinary Procedure which may lead to summary dismissal.
• Where you drop out of a recovery programme and/or your conduct and/or standard of work continue to be unacceptable despite participation in a recovery programme then the Disciplinary Process will apply.
• Where treatment has been effective, it is your right to return to the same position you were performing prior to the identification of your drug/alcohol/substance problem, providing that you have no relapse and providing that this is advisable by your doctor. This position should be the role you are contracted to operate. Upon your return to your contracted position, your performance will be regularly discussed and reviewed with a director, and it is likely that you will be placed on a Performance Improvement Plan to assist in monitoring this. 
• If you relapse, whether a second course of treatment will be made available to you or not shall be down to our discretion and the mitigating factors that may be considered.
• Where you have informed us that you have recovered from a dependency issue, it is unlikely that further support will be provided, and the usual disciplinary policy will apply. 
• Where treatment has been unsuccessful, and/or you continue to relapse into further periods of dependency we reserve the right to terminate your employment on the grounds of capability.

We understand that the recovery from alcohol/drug/substance addiction can be a lengthy process and that ongoing management of such problems will be necessary to both safeguard welfare and the health and safety of colleagues. Through our duty of care, we will consistently and randomly monitor any individual who has a problem with alcohol/drugs/substance abuse, in order to ensure the individual, the business and other employees are not put at risk. Any monitoring will be handled sensitively but may continue over a long period of time, in order to assure us that there has been a full and proper recovery and no relapse or similar circumstance is likely to occur in the future. This monitoring process will be implemented alongside other appropriate management measurements and all ongoing management will be conducted in confidence. If concerns continue, more formal action may pursue.

In the event of the business becoming aware of any substance dependency/substance abuse problem that you might have, whether through managerial identification or self-referral, a conversation must take place between you a director initially (although HR will likely be involved either immediately or soon after to assist with the situation). To this end, it can be expected that the director and HR will document any discussions regarding your dependency.

It may also be that other key members of your team may need to be made aware of your problem in order to monitor potential health and safety risks, however, this will be discussed and confirmed to you.

Whether support (and indeed what level of support) is provided to you will be entirely at the Company’s discretion. Under these circumstances, the following guidelines apply:

• Where treatment takes place, and where you are required to remain off work, the standard sickness procedure will be followed, and the usual sick pay provisions will apply. 
• Where you fail to co-operate in referral or treatment arrangements, the matter may be dealt with using the Disciplinary Procedure which may lead to summary dismissal.
• Where you drop out of a recovery programme and/or your conduct and/or standard of work continue to be unacceptable despite participation in a recovery programme then the Disciplinary Process will apply.
• Where treatment has been effective, it is your right to return to the same position you were performing prior to the identification of your drug/alcohol/substance problem, providing that you have no relapse and providing that this is advisable by your doctor. This position should be the role you are contracted to operate. Upon your return to your contracted position, your performance will be regularly discussed and reviewed with a director, and it is likely that you will be placed on a Performance Improvement Plan to assist in monitoring this. 
• If you relapse, whether a second course of treatment will be made available to you or not shall be down to our discretion and the mitigating factors that may be considered.
• Where you have informed us that you have recovered from a dependency issue, it is unlikely that further support will be provided, and the usual disciplinary policy will apply. 
• Where treatment has been unsuccessful, and/or you continue to relapse into further periods of dependency we reserve the right to terminate your employment on the grounds of capability.

We understand that the recovery from alcohol/drug/substance addiction can be a lengthy process and that ongoing management of such problems will be necessary to both safeguard welfare and the health and safety of colleagues. Through our duty of care, we will consistently and randomly monitor any individual who has a problem with alcohol/drugs/substance abuse, in order to ensure the individual, the business and other employees are not put at risk. Any monitoring will be handled sensitively but may continue over a long period of time, in order to assure us that there has been a full and proper recovery and no relapse or similar circumstance is likely to occur in the future. This monitoring process will be implemented alongside other appropriate management measurements and all ongoing management will be conducted in confidence. If concerns continue, more formal action may pursue.