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Alcohol and drug abuse by anyone working on site can adversely affect the safety and health of themselves and others on the company’s projects. It is the Company Policy that any person known to be or suspected of being affected by alcohol or drugs must be referred to the appropriate Manager who must arrange for that person to be assessed and tested by Coinford. In this situation, the suspension from site must be notified to the site senior management team (Site Manager, Project Manager, Contracts Manager, Operations Director, Managing Director) and this will generate the disciplinary proceedings.
It must be noted that symptoms suggesting that a person under the influence of drugs and alcohol may be created by other conditions e.g. heat exhaustion, hypothermia, diabetes etc. also the person may be affected by legitimate medication prescribed by a doctor. These conditions, whilst still requiring the person to be removed for safety reasons from their work, will obviously affect any disciplinary action that may be considered. Therefore, if there is any doubt as to the person’s condition or cause of their condition, medical advice should be sought immediately.
No person may operate or supervise the operation of any plant or machinery while they are under the influence of alcohol or drugs. The use or supervision of any plant or machinery whilst under prescribed medication will be at the discretion of the Site Management team following consultation with the Safety Department and only then when the medications instructions have been provided for checking.
No person may work on any Coinford site, or supervise others while under the influence of alcohol or drugs. Their ability to make judgements as to the safety of themselves or others may be drastically impaired and thus we must not allow them to place themselves in this position.
The safety of all persons at work is of paramount importance to the company and thus we cannot allow any persons under the influence of alcohol, drugs (prescribed or otherwise) to place themselves or others in any danger. Therefore, this procedure must be followed at all times.
Coinford has a zero-tolerance policy on the misuse of alcohol or drugs by all operatives. The Drug and Alcohol Policy outlines the procedure that will be implemented with regard to drug and alcohol screening and testing.
The policy is designed to help protect operatives from the dangers of drug and alcohol misuse and to encourage those with problems to seek help. The ability to perform even the most routine duties can be significantly impaired through drinking alcohol and taking drugs.
This policy applies to all operatives, contractors, agency workers and visitors to the sites operated by Coinford or its subsidiary companies while engaged in the duty of the business.
The Company, will ensure that all staff (including Managers and supervisors) receive adequate briefing and awareness of this Policy and its content, in order to be able to carry out the requirements of the policy in the workplace.
To be familiar with the Policy.
To be aware of and to monitor changes in work performance and/or behaviour and to take appropriate action in accordance with this policy.
To seek advice from the H&S department if there are identifiable symptoms of drug or alcohol related problems.
To take a balanced approach and respect confidentiality when counselling or interviewing operatives.
To ensure that operatives are aware of and comply with this policy.
To be aware of the legal considerations surrounding drugs in the workplace.
To be familiar with the policy and to the disciplinary implications resulting from a breach of the policy.
To ensure compliance with this policy all members of staff are responsible for ensuring they do not report for work while under the influence of drugs or alcohol or other substances that could impair their ability to work safely or to bring alcohol or other substances onto the Company’s premises for the purpose of consumption, sale or other distribution. Failure to comply will be dealt with under the Company’s Disciplinary Procedure as Gross Misconduct.
To advise their General Practitioner (or where relevant specialist) of the nature of their job and find out if, as a result of taking any prescribed medication, there could be side effects, which may affect work performance.
To be aware that some non-prescribed medication may give rise to side effects, that may affect work performance.
To inform their Site Manager or supervisor if the taking of any such medical drug is likely to affect their work performance. If in doubt, the operative must consult with their Line Manager or HR Department as soon as appropriate.
To avoid covering up or colluding with colleagues whose behaviour and performance is, or could be, affected by the misuse of illicit drugs or alcohol.
To urge colleagues to seek help if they have problems arising from the use or abuse of illicit drugs or alcohol.
Where a member of staff believes that they have or are developing a drug or alcohol related problem they should approach their immediate Line Manager or any other member of management with whom the operative is at ease in discussing their concerns.
Any information regarding selection, collection, analysis and results interpretation must be treated with the utmost confidentiality. Any breaches of this clause will be treated as Gross Misconduct.
The Company may carry out random screening, testing or searching for evidence of alcohol or illicit drugs as part of the recruitment process and/or during employment in accordance with the terms of this policy.
Any drug and alcohol testing or the searching of operatives carried out on behalf of the Company in accordance with the terms of this policy will not discriminate against any individual or group of individuals and is not intended to infringe on any individual’s right to privacy and dignity, but is a necessary measure to ensure the health, safety and well being of all company operatives.
Our drug testing kits have the following triggers levels as stated below which will compensate any potential passvie social exposure:
The parameters of the screening sample and a full explanation of the reasons for screening will be outlined to the applicant in writing prior to the test and a declaration of any prescribed medication will be requested.
The details contained in the declaration are no way used as part of the selection process, but merely as a standard method of eliminating medications in cases of reactive results.
The test will take place only once there is a likelihood of appointing the individual in question. The potential candidate will be asked to sign a written consent to be tested.
Refusal to give consent or provide a sample may lead to that candidate being withdrawn from the application process and no longer being considered for the role.
Circumstances when testing may be carried out:
Unannounced testing based on random selection.
Unannounced testing to comply with clients (Principal Contractor) D&A testing policy
‘With cause’ i.e. where there is concern about the behaviour or condition of an individual or about the potential cause of an accident. Where there is reasonable suspicion that drug or alcohol use is a factor.
Compliance with third party, requested as condition of contract, treatment or disciplinary requirements.
All operatives must consent to give breath and samples for testing for alcohol and drugs when requested. An unsatisfactory test for either drugs or alcohol will instigate disciplinary action.
An unsatisfactory test will be defined as a positive drug test (confirmed by back-to-laboratory test) or Alcohol breath test result above the legal driving limit of 35 micrograms of alcohol for every 100 millilitres of breath.
Refusal to take a test will also be treated as Gross Misconduct. Attempts to interfere with the test procedures and/or prevent the analysis of the specimen provided will also be treated as Gross Misconduct.
The Company reserves the right to search operatives and their property whilst they are located at work.
Where testing takes place under any of the terms described in ‘Screening – Whilst engaged in work activities’, the reasons for the test will be explained in full and the individual will be asked to sign a written consent to be tested. Failure to give consent or refusal to provide a sample without good cause will be treated as Gross Misconduct.
Whilst the Company recognises that an alcohol or drug problem may be an illness and will be treated in the same way as any other illness, employers have a duty to provide a healthy and safe workplace. Operatives who are believed to be under the influence of alcohol or drugs will be considered to be a risk to themselves and others and if necessary will be dealt with under the Company’s disciplinary policy. Arrests, prosecutions or convictions for any drug or alcohol related offences for any operative must be brought to the Company’s attention. Failure to bring this information to the attention of the Company will be treated as Gross Misconduct.
Voluntary request for assistance and non-disciplinary referral:
Operatives who know or suspect they have a drug/alcohol problem are encouraged voluntarily to seek help from the Company. All records, discussions etc, will be treated as strictly confidential.
The Company will offer the operative information on a local external specialist agency for assessment. The specialist agency will arrange, if necessary, a programme of help and support for the operative.
The specialist agency will notify the Company if absence from work is necessary as part of the agreed programme. The Company will also be notified of any help, support and/or co-operation required by the Company, regarding any aspects of continuing support.
If the Company’s management is consulted by the specialist agency, all such discussions, meetings and records will be strictly confidential.
Suspected or confirmed drug and/or alcohol misuse and disciplinary referral. If the Company’s management have a reasonable suspicion that an operative has a drug or alcohol related problem, the Company will:
At the discretion of the Company, the operative will be offered the opportunity to accept referral to an external specialist agency for an independent assessment of the problem and treatment or help if necessary.
If the operative rejects the offer of referral, or help or assistance than disciplinary action will be taken in accordance with the Company’s disciplinary procedures including (where appropriate) dismissal.
The Company will arrange an interview with the specialist counselling agency which will report back to the Company, indicating the outcome of the assessment interview and, if relevant, what co-operation is required from the Company management to help support the individual.
Where an operative is assessed as having a dependency on drugs and/or alcohol, and referral is accepted by the operative, it is emphasised that discipline is only held in abeyance, providing the operative follows a suitable course of action. The operative will be required to enter into a Treatment/Rehabilitation Contract at this time.
During the course of the agreed action, should the operative cease to co-operate in any way with the designated specialist agency and/or continue to produce an unsatisfactory level of work performance, the suspended disciplinary action will again be enforced.
After the treatment is completed and the operative has returned to work, the operative will be subject to a future test to ensure no further drug/alcohol consumption or dependence has returned
Coinford will endeavour to assist operatives to overcome alcohol/drug-related problems. If the operative is unable to make sufficient progress despite assistance then the Company will invoke the Disciplinary Procedure which could lead to dismissal for Gross Misconduct.
If anyone possesses, supplies or produces illicit drugs on Company premises, the Company is required by law to notify the police. This is also the case in respect of the supply of tranquilizers and sleeping tablets, except when in possession through a legitimate medical prescription.
The sample collection and laboratory analysis will be able to detect the presence of any of the illicit drugs as listed but not limited to;
Only fully trained personnel will be permitted to collect samples. In relation to all other testing including off site, a suitable person will be nominated to take the samples on behalf of Coinford Ltd. The person carrying out the collection will be competent in the collection of samples.
The Company may require job applicants to undergo a medical examination or testing screening or testing for drug or alcohol misuse, as part of the recruitment process, in the following circumstances:
To determine whether the potential applicant is fit or likely to remain fit to carry out the job in question; or
To meet any legal requirements for testing; or
Determine the terms on which the potential applicant is eligible to join a pension or insurance scheme.
No offer of work should be made until the results of any test have been received. However, it may be decided in some circumstances that the candidate may be allowed to commence work, on the understanding that an unsatisfactory result will lead to his/her employment being terminated. The Company may request that candidates submit themselves for a medical examination by the nominated company doctor. Candidates will also be required to undergo drug and alcohol screening. The candidate is free to refuse their consent, but if the candidate refuses to give written consent to take the tests, the candidate will then be advised in writing that this could impact upon the Company’s decision on whether to employ the individual.
If a candidate has a confirmed unsatisfactory screen or the presence of alcohol or drugs in a sample above the permissible threshold, he/she has failed to satisfy the pre-employment medical conditions. As a consequence, he/she will not be considered for employment with the Company. If requested, the results of the test(s) will be forwarded to the candidate’s GP.
The Company may carry out testing for evidence of illicit drugs and/or alcohol levels following an accident or significant incident at work where there is suspicion that drug or alcohol misuse is a factor.
An investigation will be conducted and documented by an appropriate Line Manager immediately after the incident has been brought under control and any injured persons have been treated.
All individuals involved in the incident and witnesses will be interviewed as soon as possible. Based on the information gathered, the H&S Manager in conjunction with the Construction Director will decide whether there is reasonable cause for initiating a drug and alcohol screen to eliminate drug or alcohol misuse as a contributory factor. The H&S Director and Operations Director will consider whether its objectives in the particular circumstances can be met by any less intrusive means.
When there is a requirement for post incident testing, the Site Manager should contact the nominated Qualified Collector to initiate a drug and alcohol test.
All those involved in the incident that are to be tested, should be kept under constant supervision until the sample has been collected.
If an operative refuses to co-operate with the drug test and/or alcohol testing, the collector will complete the consent form accordingly. The operative will be suspended, with their Manager arranging safe transport. The disciplinary procedure will then follow its normal course and the Company will base its decisions on the information it has in its possession.
A full account of the events must be recorded by the Manager. The operative’s representative if applicable must be advised as soon as practicable. Statements from any other operatives involved should be taken as soon as possible.
If an initial oral sample test is unsatisfactory (non-negative), the tester will inform the donor, the donor's site manager, and the company's senior management immediately. The operative may be suspended depending on the following:
If the operative has declared medication before the test, has evidence of the medication (named prescription, tablets, etc), and there is a known link between the declared medication and non-negative results- the operative will not be suspended, and a laboratory sample will be sent for confirmation.
If the operative has no declared medication OR cannot provide suitable evidence of declared medication (photos or screenshots are not acceptable), then the operative will be suspended from site until the laboratory results are received.
Once the laboratory results are received, they will be reviewed to understand the drug levels within the operatives’ system at the time the sample was taken. The tester and Operations Director will discuss the next course of action.
They will then consider the most appropriate course of action which could include the following:
Counselling via a Mental Health first aider to establish the extent of dependency if any;
The offer of advice to seek assistance/rehabilitation to the operative to overcome the dependency;
Temporary suspension and the opportunity to provide a negative test at an agreed future date - followed by additional random testing.
Any disciplinary actions that may be required, including dismissal from Coinford.
In the rare event that the laboratory returns a negative result, the Operations Director will decide whether to pay any compensation for the time off work due to suspension.
If an operative enters into a rehabiliation programme with a professional clinic and providing the operative is cooperative and takes a positive approach towards any rehabilitation programme, any period off work for rehabilitation could be classed as sickness absence. The decision as to whether time off work will be handled as sickness absence is at the sole discretion of the Operations Director.
Rehabilitation may also include a period of monitoring and testing.
Whereas most operatives will complete rehabilitation successfully, failure by the operative to complete the programme, including successful screening, may cause the disciplinary procedure to be applied. Any subsequent relapse will also lead to the disciplinary procedure being implemented.
The specimen collection of initial screening and review of results will be carried out within Coinford Ltd, with full precautions taken to maintain anonymity. Laboratory testing will be completed by Matrix Diagnostics.
