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Drugs and Alcohol Policy

Aims and Objectives
• To support our responsibility for and commitment toward our team members to ensure a safe and healthy workplace;
• To ensure that all team members at SALTAIRE SECURITY LTD have a work environment which is free of alcohol and drug abuse;
• To outline the company’s expectations and requirements for creating and maintaining a drug free work environment, and for dealing with substance abuse in the workplace.
• To provide an opportunity to team members with a substance use problem to get well rather than provide grounds for the employer to terminate such a team member’s employment.

Scope
This policy applies, at the workplace, to all team members of SALTAIRE SECURITY LTD (referred as the “Company”) and also includes visitors and subcontractors inside and outside of normal scheduled working hours.

1. All individuals working at SALTAIRE SECURITY LTD, are expected to report fit for duty for scheduled work and be able to perform assigned duties safely and acceptably without any limitations due to the use or after-effects of alcohol, illicit drugs, nonprescription drugs, or prescribed medications or any other substance.

2. Off the job and on the job involvements with alcohol or drugs can have adverse effects upon the workplace, the integrity of our work product, the safety of other team members, the well being of our team member’s families, and the ability to accomplish the goal of a drug free work environment. As such, the Company wants to impress upon all team members that it has zero tolerance for team members who arrive at work under the influence of alcohol or drugs, and/or whose ability to work is impaired in any way by reason of the consumption of alcohol or drugs, or who consume alcohol or drugs on Company property.

3. The Company strictly prohibits the use of, unlawful manufacture of, sale, purchase, offer to purchase or sell, transfer, distribution, consumption, or possession of drugs.

Assistance & Rehabilitation
The Company recognizes the fact that a certain percentage of any population may develop the disease of chemical dependence. This disease is characterized most notably by denial of the disease by those who suffer from it.

The Company also recognizes that dependency on alcohol and/or drugs can be successfully treated, and encourages team members with drug or alcohol dependencies to assume ownership of gaining control over their dependency.

Team members are expected to recognize that problems related to alcohol and drug use or dependency are not an excuse for poor or unsafe performance. Team members who suspect they have a substance dependency or emerging alcohol or drug problem are expected to seek advice and to follow appropriate treatment promptly.

Full participation in appropriate treatment programs is expected.
Participation in appropriate treatment programs does not remove the requirement to regain satisfactory performance.

Team members who voluntarily request assistance in dealing with such issues will be treated with respect and, to the highest extent possible, such information will be treated in confidence.

Roles & Responsibilities
It is the responsibility of all supervisors to identify a situation in which they have concerns about an individual’s immediate ability to perform their job, and take appropriate steps.
Where necessary, they will remove any team member who is suspected of violating the provisions of this policy, pending investigation and a decision on appropriate consequences including potential disciplinary action.

The following requirements are meant to provide you with guidance on how to administer this policy; however, not every situation can be predicted.

1. If a team member, visitor or contractor arrives at the workplace, and you have reasonable cause to suspect that the team member, visitor or contractor is under the influence of alcohol or drugs, the supervisor shall immediately remove him/her from the work environment. In the event you have any doubt as to whether the team member is, or is not impaired you should err on the side of caution and remove him/her from the work environment.

2. Unexpected circumstances can arise when an off-duty team member is requested to work. It is the team member’s responsibility to refuse the request and ask that the request be directed to another person if the team member is unfit due to the influence of alcohol or other drugs.

3. Team members who are prescribed medication are expected to consult with their personal physician or pharmacist to determine if medication use will have any potential negative effect on job performance. They are required to report to their team leader if there is any potential risk, limitation or restriction for whatever reason that may require modification of duties or temporary reassignment, and provide appropriate medical verification on restrictions in performance of duties.

4. If a team member or contractor believes an individual holding a more senior position is in violation of this policy, they are encouraged to get a second opinion where possible. They are also expected to notify their leader.

5. In support of those who may have developed or are developing the disease of chemical dependence, all employees and contractors are required to document and report any violations of this policy. Any team member, co-worker, contractor or supervisor not complying with this is enabling. Enabling behaviour leads to ongoing health and safety concerns for an addicted individual and those around him or her.

Policy Violations and Procedures for Supervisors and Managers
Where the situation dictates that a witness is required to corroborate a reasonable suspicion that a team member, visitor or contractor is under the influence, supervisors must seek corroboration from two of the following individuals.
1. Owner
2. Another Security Guard
3. Manager
4. Deputy Manager
5. Charge hand

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Company Policies & Standard Operational Procedures