Alcohol & Drugs
Many organisations operate without a formal written policy on alcohol and drugs, and respond to situations as they arise. It is advised that all organisations design a formal policy relevant to their own specific ethos and practices.
Every organisation is different, with specific requirements in terms of an Alcohol and Drugs Policy. It is necessary for each organisation to develop a comprehensive policy relevant to its own needs.
Under this Policy Employers should:
The majority of organisations in Ireland do not, as a matter of policy, test employees for the presence of illegal drugs or alcohol. If an employee is misusing drugs and alcohol it may constitute a Health & Safety risk. In these cases, disciplinary action can be taken on the basis of poor attendance or work performance or risk, rather than on the basis of the use of alcohol and drugs.
The question of testing for alcohol and drugs in the workplace should be addressed in the context of the Health & Safety Policy which is agreed by both management and staff.
A short Alcohol and Drugs Policy is outlined in the Employee Handbook located in the templates Section. This should be modified and expanded to suit your own specific needs.
Many organisations operate without a formal written policy on alcohol and drugs, and respond to situations as they arise. It is advised that all organisations design a formal policy relevant to their own specific ethos and practices.
Every organisation is different, with specific requirements in terms of an Alcohol and Drugs Policy. It is necessary for each organisation to develop a comprehensive policy relevant to its own needs.
Under this Policy Employers should:
- Clearly define Alcohol and Drug Misuse and how it can lead to disciplinary action up to and including dismissal.
- Explain the implications under Health & Safety legislation.
- Encourage employees with an Alcohol or Drug problem to seek assistance.
- Stress the confidential nature of any advice or treatment offered.
- Train managers and supervisors in recognising the early signs of Alcohol and Drug abuse.
- Invoke the Disciplinary Procedure when a pattern of deteriorating work performance emerges.
The majority of organisations in Ireland do not, as a matter of policy, test employees for the presence of illegal drugs or alcohol. If an employee is misusing drugs and alcohol it may constitute a Health & Safety risk. In these cases, disciplinary action can be taken on the basis of poor attendance or work performance or risk, rather than on the basis of the use of alcohol and drugs.
The question of testing for alcohol and drugs in the workplace should be addressed in the context of the Health & Safety Policy which is agreed by both management and staff.
A short Alcohol and Drugs Policy is outlined in the Employee Handbook located in the templates Section. This should be modified and expanded to suit your own specific needs.
