6.3
If you arrive at work and a manager reasonably believes you are under the influence of alcohol or drugs, they shall immediately contact a senior manager in order that you can be provided with assistance and an investigation can be undertaken. If you agree to be referred to the Occupational Health Department your manager will request an urgent appointment and prepare a letter of referral, a copy of which will be provided to you. The Occupational Health Department may ask for your consent to approach your GP for advice. A report will be sent to your manager who will then reassess the reasons for their investigatory meeting with you and decide on the way forward. If, as the result of the meeting or investigation, your manager continues to believe that you are suffering the effects of alcohol or drugs misuse and you refuse an offer of referral to the Occupational Health Department appropriate treatment providers the matter may be dealt with under our Disciplinary Procedure.
6.4
6.5
6.6
7.
PROVIDING SUPPORT
7.1
Alcohol and drug-related problems may develop for a variety of reasons and over a considerable period of time. We are committed, in so far as possible, to treating these problems in a similar way to other health issues. We will provide support where possible with a view to a return to full duties. This may include:
(a) Referral to appropriate treatment providers, where necessary in conjunction with your GP.
(b) Time off work to attend treatment and recognition of any periods of absence for such treatment as periods of sickness absence.
(c) Adjusting your duties or other support as recommended by the Occupational Health Department or your GP or specialist during treatment and for an agreed period thereafter, subject to operational requirements and feasibility. If you do not finish a programme of treatment, or your recovery and return to work does not go as planned, your manager will meet with you to decide what further action if any should be taken.
7.2
8.
CONFIDENTIALITY
8.1
We aim to ensure that the confidentiality of any member of staff experiencing alcohol or drug-related problems is maintained appropriately. However, it needs to be recognised that, in supporting staff, some degree of information sharing is likely to be necessary. If you seek help with an alcohol or drug-related problem directly from the Business Support Officer and you wish to keep matters confidential from your manager and colleagues, this will be respected unless there is reason to believe that this could put you, your colleagues or anyone else at risk or carries some other material risk for the business. In those circumstances we will encourage you to inform your manager and will give you sufficient time to do so before discussing the matter with them.
8.2
9.
PERFORMANCE AND DISCIPLINARY ISSUES
9.1
If you agree to undertake appropriate treatment and/or rehabilitation for an acknowledged alcohol or drug-related problem, we may decide to suspend any ongoing disciplinary action against you for related misconduct or poor performance, pending the outcome of the treatment.
9.2
Our intention is to support all staff with alcohol or drug-related problems to regain good health. Depending on the progress made on the course of treatment, any
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