Drug and Alcohol Policy

Introduction

Malvern International and Language in Action is committed to providing a safe, healthy and productive working environment for all our people. This includes ensuring that all our employees are fit to carry out their jobs safely and effectively in a working environment which is free from alcohol and/or drug misuse.

All staff are expected to attend work fit to carry out their role and to be able to perform their duties safely without any limitations due to the use or after-effects of alcohol and/or drugs (whether prescribed, over the counter or illegal).

We are aware that in some circumstances, drug and/or alcohol dependency is defined as requiring medical treatment or guidance. We therefore actively encourage those employees who are experiencing difficulties with drugs, alcohol, or any other substance to seek help. Where appropriate, we will offer assistance in seeking relevant and evidence-based treatment. In these cases, the company absence procedure will apply. Confidentiality is assured in these cases.

This policy does not form part of your contract of employment with the company and may be amended from time to time.

Scope and Purpose of the Policy

This policy applies to all employees of Malvern International, including Language in Action regardless of their job role.

The purpose of this policy is to increase awareness of the effects of drug and alcohol misuse and its likely symptoms and to ensure that:

• All staff are aware of their responsibilities regarding drug and/or alcohol misuse and related problems.
• Staff who have a drug and/or alcohol related problem are encouraged to seek help, in confidence, at an early stage if they feel it could adversely affect their work.
• All staff are aware of the potential consequences should they be deemed to be under the influence of drugs and/or alcohol whilst at work or representing the company.

Drugs and Alcohol at Work

The company expects all staff to demonstrate responsible behaviour at work and at work-related functions and social events.

Under no circumstances will the supply, possession or use of illegal drugs or substances be tolerated, and the police will be notified. Such an offence constitutes gross misconduct and may result in summary dismissal.

Searches

We reserve the right to conduct searches for drugs and/or alcohol where we believe there is reasonable cause to do so. Any drugs or alcohol found may be confiscated and disciplinary action may result.

Drug and Alcohol Testing

Where there is reasonable cause to suspect impairment, an individual may be asked to undertake a drug and/or alcohol test. Refusal to do so may constitute gross misconduct.

The Company limit for alcohol is 22mcg/100ml Breath Alcohol Concentration. The limit for drugs is a positive result.

Management of Suspected Substance Misuse

If a line manager believes an employee may be affected by drugs or alcohol, an investigatory interview will take place and support options, referrals and further actions will be discussed.

Providing Support

• Referral to occupational health providers or treatment services.
• Time off to attend treatment.
• Temporary adjustments to duties where appropriate.

Performance and Disciplinary Issues

The company recognises dependency as a health issue but reserves the right to take disciplinary action, including dismissal, in serious circumstances.

• Unacceptable behaviour at work caused by substance misuse.
• Deliberate disregard for personal or others’ safety.
• Refusal to undertake testing.
• Refusal to cooperate with support measures.
• Possession, supply, trafficking, selling or storage of illegal substances.

Confidentiality

We aim to ensure appropriate confidentiality for any employee experiencing drug and/or alcohol-related problems, although some information sharing may be necessary to provide support or comply with legal obligations.

Policy Approval