Construction Health and Safety

DRUGS AND
ALCOHOL

Section 0D

0D – 1
 NOTE:
Whilst every care has been taken to ensure accuracy within
this work, no liability whatsoever is accepted by “Construction
Health and Safety’’, its sponsoring organisations or their
advisers in respect of the information given.

No material from this book may be reproduced in any

shape or form without written permission from the publishers.

0D – 2 June 2003
 CONTENTS

Introduction OD–4
Definitions OD–4
Drink Driving OD–4
Prescription Drugs OD–4
Alcohol Consumption OD–4
Testing for drugs and alcohol OD–5
Scope of the problem OD–5
Identification of alcohol and drugs problems OD–5
Addressing drugs and alcohol at work OD–5
Developing a workplace policy OD–5
Alcohol and drugs policy. implementation OD–6
Temporary and sub-contracted staff OD–6
Abuse outside the workplace OD–6
Drug or alcohol screening and testing OD–6
Pre-employment testing OD–6
Probation testing OD–6
Periodic testing OD–6
‘Post incident’ testing OD–6
‘For cause’ testing OD–6
Random testing OD–6
Rehabilitation testing OD–7
Refusing a test or drug screen OD–7
Taking disciplinary action OD–7
Draft drink and drug abuse policy and procedure OD–8
Controlled drugs OD–10
References OD–12

December 2002 0D – 3
 DRUGS AND ALCOHOL
Introduction
The use of drink and drugs by an employee is of serious
concern to employers, given the risk of the employee under-
performing and the possibility that their own health and
safety and that of others may be compromised. There is also
a need to comply with legislation in this area, including the
Health and Safety at Work Act 1974, the Road Traffic Act
1988, the Transport and Works Act 1992 as well as the
common law duty to provide a safe working environment.
Employers can also be held liable for the acts of employees
under the Misuse of Drugs Act 1971.
Drug abuse poses a potential threat to the health, well
being and the livelihood of employees. The consequences
are a reduction in perception, concentration and awareness,
which can affect the safety and welfare of afflicted persons
and that of others. The inability of a person to function
competently and with reasonable care is a problem, which
must be addressed to prevent accidents occurring in the
workplace.
Alcohol related problems can be detrimental to the
individual and the smooth operation of an employers
operation, and can result in waste and inefficiency.
However, it is acknowledged that such problems can be
effectively treated.
Definitions
Alcohol a colourless volatile inflammable liquid forming the
intoxicating element in beer, spirits and wines.
Alcoholic a person suffering from alcoholism
Alcoholism an addiction to, or the diseased condition
relating to the consumption of alcoholic liquor
Drug" or "Drugs is deemed to refer to all banned
substances, pharmaceutical drugs, alcohol and solvents
unless otherwise stated
Drug Abuse is "the intermittent or continual use of
drugs (as defined above) which, when abused or used for
non medical reasons, are detrimental to the employee's
health and/or work performance in areas which effect
efficiency, productivity, safety, attendance or behaviour at
work or during business."
Under the influence A sufficient amount of the
substance in the employee’s system to produce a positive
result from a medical test or breathalyser and, or that the
employee shows erratic abnormal behaviour likely to pose a
risk to others or to interfere with their job performance.
Substance includes the use of illegal drugs, misuse of
legal drugs or other substances such as solvents or alcohol.
Company premises means all property owned,
operated, leased by or otherwise under the control, in whole
or part of. This includes building and construction sites as
well as company offices on or off site
The Morning After
The effects of alcohol in the body can remain for a much
longer period of time than many people realise. If a worker
indulges at a party or other drinking session in the mid to
late evening prior to a working day, they could well still be
under the influence at the start of, or even well into the
working day following. The intakes of coffee, eating stodgy
food or sucking peppermints to lessen the resultant effects
are purely myths. The body will only dispose of the alcohol
at its own rate although that rate may differ from person to
person.
The generally accept position is that alcohol dissipates in
a healthy body at around _ pint per hour. That interprets to
anyone consuming six pints of beer or lager needs about 12
hours to ensure that all traces of alcohol have dissipated
from the body.
The fact remains that there are people in the working
0D – 4
environment that are never free of the effects of alcohol and
as such are a constant source of danger to themselves or
anyone else working with them.
It should be born in mind that the effects of alcohol or
drugs affects the sensory perception and reaction time of
people and where work has to be carried out, either using
hand tools, machinery or driving should be careful of their
intake.
Drink Driving
Driving whilst under the influence of alcohol is a criminal
offence, with penalties which spread from a fine with or
without disqualification to a term of imprisonment. The
current legal limit is 80mg of alcohol to 100ml of blood. The
law allows no discretion.
Approximate detection times of commonly
used drugs in urine
Drugs Approximate
detection time
Alcohol 6-10 hours
Amphetamine 1-2 days
Barbiturates 2-10 days
Cannabis 1 day – 5 weeks
Cocaine 1-4 days
Dihydrocodiene 1-2 days
Heroine detected as morphine 1-2 days
Lysergide(LSD) 8 hours
Methadone 1 day – 1 week
Ecstasy 1-2 days
Prescription Drugs
Not only can illegal drugs be dangerous on site, so can
drugs prescribed by a doctor. On every prescription
received from the chemist there is a notice giving details of
the correct dosage to be taken and at what intervals. This
dosage must be strictly adhered to as taking more than
directed may have adverse effects on the bodily symptoms.
Some direction labels may also give a warning for example
May cause drowsiness. If affected do not
drive. Do not operate machinery.
Such warnings are not put on prescriptions for the fun of it.
They are there for the guidance and advice of the person for
whom the drugs are prescribed and should be strictly
adhered to.
Alcohol Consumption
Alcohol consumption varies from person to person. Some
people have never taken alcohol because of their beliefs,
some people have decided to abstain because of medical or
other reasons. The fact remains that alcohol has a soporific
effect on all people, it is only the amount of effect that differs.
Excessive or binge drinking is bad not only for the effects
that are quickly felt, but also for long term medical effects.
The Government Department of Health recommended
alcohol intake amounts are 28 units per week for men and
21 units per week for women. One unit of alcohol is
one normal measure of spirits. A pint of beer or
Lager is taken as containing two units of alcohol.
Continued excessive intake of alcohol can result in
scarring of the liver tissue, which affects the function of the
liver. Approximately 30% of all people diagnosed with the
condition of Cirrhosis of the Liver will survive 5 years after
diagnosis.
December 2002
Testing for drugs and alcohol
Before any decision is taken by an employer to implement a
drug or alcohol regime, care must be taken to ensure that a
drugs and alcohol policy is implemented and that all
employees have their contracts changed to state that they
agree to such a regime. Without their contracts being
suitably amended, any action taken against an employee in
relation to drugs and alcohol that an employer takes
resulting in dismissal, could be construed by an employment
tribunal as constructive dismissal.
Any amended contract must clearly state that the
employee understands what is meant by the company drug
or alcohol testing policy and sign to say that they agree with
the concept.
Scope of the problem
Problems present at the workplace relate not just to
consumption at or before work or to intoxication at work.
Drugs or Alcohol taken outside the workplace can affect
performance long after the substance was consumed The
indirect effects of alcohol and drug problems on individuals’
actions within the workplace can also be severe.
When considering the scale of the drugs or alcohol
problem within a company the following items must be taken
into account.
• The increased risk of accidents due to under performance
caused by drugs or alcohol
• The lowering of standards of safety within a company
• The general long term health of the workforce
• How customer relations could be affected
• Stress factors of employees due to home circumstances
• Stress factors on employees due to financial implications
brought about by the need to feed a habit or addiction
• Low productivity caused by employees inability to cope
with workplace situations
• Poor and troublesome actions by employees under the
influence of substances bringing about a break down in
discipline
• Inept and poor decision making
• Poor performance of employees whilst at work
• The theft of property from the company or work
colleagues by those under substance influence to feed
personal habits
• The amount of time lost from the workplace due to
absenteeism, lateness or habitual sick leave
• The adverse effect drugs or alcohol use could have on the
company image
Successfully tackling alcohol and drug misuse can benefit
both your business and your employees. For example by
saving on the cost of recruiting and training new employees
to replace those whose employment might be terminated
because of untreated misuse.
• Creating a more productive environment by offering
support to those employees who declare a drug-related
problem, improving employee morale.
• Reducing the risk of accidents caused by impaired
judgement.
• Enhancing the public perception of your organisation as
a responsible employer;
• Contributing to society’s efforts to combat alcohol and
drug misuse.
Identification of alcohol and drug problems
The misuse of drugs or alcohol or solvents by your
employees may come to light in a variety of ways.
The following behaviour may indicate the existence of a
problem:
• Absenteeism without notice
• Poor time keeping
• High accident levels and a tendency to be clumsy
• Tendency to become confused and dis-orientated
• Poor performance of duties, sloppy in the approach to
December 2003
work and poor presentation of the finished article
• Mood swings from happy to sad or morose
• Irritability or aggression, argues with superiors or work
colleagues
• Misconduct
Other ways of identifying alcohol and drugs problems
among your employees include:
• Self identification and or self referral to treatment
• Identification by a co-worker
• Identification by a supervisor
• Performance testing
Education of employees about the nature of alcohol and
drug problems, the workplace policy and treatment options
will improve the chances of the affected person or a co-
worker identifying that a problem exists.
The benefits of such identification need to be clear and
you need to guarantee that employees who seek help will
not be disadvantaged or punished. Your management,
supervisors and employees should not interfere in someone’s
private life unless aspects of that person’s use of alcohol or
drugs affects their or others work performance.
Your supervisors and managers should only identify or
intervene where there are performance deficits or other
work-related indications that a problem may exist.
Supervisors and managers may need training to be effective
in identifying and addressing drug or alcohol misuse
problems. Such methods of identification should be clear
from any policy introduced by a company and be agreed to
in the consultation process prior to such a policy
implementation.
Addressing alcohol and drugs at work
Consultation between a company and its employees is
essential if alcohol and drug problems are to be addressed
adequately. This can be achieved through a committee or
through direct consultation with workplace health and safety
representatives. Unions, employer associations and
professional bodies can assist with advice to help develop a
workplace alcohol and drugs policy. In any event, the
introduction of a new policy will be considered a change to
your employees terms and conditions and should only be
introduced following full consultation.
Development of a workplace policy
A workplace policy applying to all staff can benefit all
companies and should form part of that companies overall
health and safety policy. The alcohol and drug policy that is
adopted will need to take account of the particular needs
and the practical situations, including those brought about
by working on building and construction sites, of the
company. However, there are a number of minimum
requirements for such a policy, which must:
• contain a clear statement of the behaviour that is
expected of employees.
It should:
• apply equally to all employees, including managers and
supervisors, at the workplace.
• be part of your comprehensive health and safety policy.
• result from adequate consultation with your employees
before it is adopted.
• be made known to all employees.
• address issues in the work environment that are likely to
increase the use of alcohol or drugs.
• to the greatest possible degree, be non punitive.
• state the conduct likely to result in action under the
discipline.
• provide for appropriate treatment and rehabilitation for
employees with problems.
• be evaluated, after implementation and amended, if
necessary, in line with the outcome of the evaluation
Any interference by an employer in an employee’s
private life must be "lawful and proportionate".
0D – 5
 The policy is likely to be lawful and proportionate if:
• it is instituted to protect and promote employee’s safety.
• employees are aware of the policy.
• employees will know what the employer will do with the
test results, and
• the employer has no other reasonable alternative way of
obtaining the same result.
Alcohol & drugs policy: implementation
Implementing such a policy has four essential components:
• the education and information of all levels of
management and employees
• the organisational support shown by the company
• the addressing of issues in the work environment
• the prevention and rehabilitation support offered by a
company to its employees
Information about a drugs and alcohol policy must be
provided, to all employees and be included as part of any
induction training for new recruits. The policy needs to be
supported by education about the harmful effects of alcohol
and drugs and the rehabilitation services available.
It is important that management demonstrates its full
support for the policy by ensuring observance by all staff, at
what ever level, and endorsing changes to the working
environment to facilitate the use of such a policy.
The provision of treatment and, or referral services is an
important component of implementing the policy. If problems
are detected early, before serious physical and social effects
occur, a brief intervention may be all that is needed.
Confidentiality for employees undergoing treatment and
rehabilitation must be guaranteed, equally employees
should not be disadvantaged in terms of promotion or
seniority because they have sought or are accepting help.
Treatment and rehabilitation should be covered by adequate
leave entitlements.
However, as with all workplace health and safety
matters, consultation with employees and the provision of
education and information at an early stage may prevent the
onset of alcohol and drug problems at work
Temporary and sub-contracted staff
Don’t overlook the employees of other contractors or sub
contractors including temporary staff, who may be working
on site and should also be made aware of the content and
purpose of misuse policies. A policy should also address the
use of sub-contractors. Sub-contractors are normally obliged
to work within the organisation’s policies and this should
form part of the contract.
Abuse outside of the workplace
Generally, an employee’s conduct outside of the workplace
is outside of the employer’s control. However, if drug or
alcohol use during recreational times impinges on the
employee’s performance at work, which may or may not
cause a concern for the health and safety of the employee,
or that of others who may be affected by the employees’,
actions, consideration should be given to the situation and to
what action should or can be taken.
Any Drugs or Alcohol policy should consider situations
where an employee’s behaviour outside the workplace may
affect the organisation e.g. by damaging its reputation. In
such a case, or the case of an employee convicted of
criminal offence outside the workplace, the circumstances
would have to be properly investigated. If an employee
whose job involves driving were to lose their licence through
a drink driving offence, the employer would need to
consider whether this is grounds for dismissal or if an
alternative role can be found for the employee.
0D – 6
Drug or alcohol testing screening and
testing
Screening and testing are sensitive issues because of the
many implications involved. No one can be tested against
his or her will. However, if testing is introduced, a refusal
can lead to disciplinary action. Securing the agreement of
the workforce is crucial (except in the case of pre-
employment testing).
Some of the issues that must be considered are as follows:
• How much will a screening system cost?
• What type of testing is needed?
• How will test samples be collected?
• What action will be taken if a positive result is given?
There are varied and well-tried methods and styles of
testing for drugs or alcohol.
• Pre-employment testing
• Probation testing
• Periodic testing
• ‘Post-incident’ testing
• ‘For-cause’ testing
• Random testing
• Rehabilitation testing
Pre-employment testing
This type of testing, as the tile implies, is carried out prior to
an applicant commencing employment with a company. It
can be done as a separate entity or during a pre-
employment medical examination. Draw backs to this type
of testing is that where an applicant is aware that such a test
will be carried out, they may be able to refrain from the use
of the drug or alcohol in the pre-test period, thereby giving a
false test.
Probation testing
Carried out during a period of probation following the
commencement of employment. This allows the employer to
assess the employee and take any action necessary should
that employee be found using drugs or alcohol. Whilst this
type of testing may be possible in an office environment it is
not particularly practicable on construction sites. Due to the
peripatetic style of the workforce anyone who is abusing
drugs or alcohol could leave employment by a contractor if
they were aware when such a test was to be carried out.
Periodic testing
This is testing to a laid down routine after specific work
tasks, such as crane and plant operating or vehicle driving
have been undertaken or to an agreed time scale. Again this
type of testing would allow for an employee so inclined to
refrain from the use of the drug or alcohol in the pre-test
period, thereby giving a false test.
‘Post-incident’ testing.
Carried out after an incident or accident has occurred,
where an employer believes that the effects of drugs or
alcohol could be a contributory factor to the incident or
accident.
‘For-cause’ testing
This test may be carried out when a manager or supervisor,
concerned by an employees, unsteady gait, slurring of
words or behaviour which is unusual, and has reason to
believe drugs or alcohol could be involved. Extreme care
must be used when carrying out this type of testing as the
person being tested may claim victimisation or intimidation.
Random testing
Purely as the heading implies. Testing carried out on a purely
random method either of the entire workforce or a group or
groups of individuals.
December 2003
Rehabilitation testing
Carried out as a precautionary practice after an employee
previously affected by the use of drugs or alcohol, has
submitted themselves to a period of rehabilitation. This
allows the employer to acknowledge that the person
concerned has kept up the rehabilitation process or
regressed. Usually where the employee has regressed,
disciplinary proceedings will have to be considered as the
help offered by the company is clearly being abused
Screening itself will never be the complete answer to
problems caused by drug misuse and its results must always
be supplemented by a professional assessment of the
employee. Prevention is just as important and this guidance
is relevant whether screening is introduced or not.
In any event, screening is only likely to be acceptable if it
can be seen to be part of an organisation’s occupational
health policy and is clearly designed to prevent risks to the
abuser and others.
Refusing a test or drug screen
Possession of, or the dealing of should be reported to the
police and there should be no alternative to this procedure.
If help is refused and or impaired performance continues,
a disciplinary policy should allow for the suspension of
employees suspected of being intoxicated or under the
influence of drugs and solvents. The employee should be
prohibited from resuming work until sober or suspended
pending disciplinary action or alternatively counselling
given. In the case of suspension on health and safety
grounds, the employee should receive full pay for the
duration of the suspension. In the case of suspension
following an allegation of gross misconduct, it may be
permissible to suspend an employee on no pay if the
December 2002
disciplinary policy allows.
It is essential that the drug and alcohol policy is consistent
with disciplinary procedure. The latter may require
amendment to ensure that, where appropriate, disciplinary
action can be taken against employees.
Taking disciplinary action
Employees with a drink or drugs problem or suspected of
abusing drink or drugs should have the same rights to
confidentiality and support as they would if they had any
other medical condition.
It can be very difficult for employees to admit to having a
drink or drugs problem either because of the stigma or
because of the fear of reprisals. Your hands may be tied if
an employee has broken the law at work, however, to
encourage openness, staff should be aware that, where
possible, drug and alcohol problems will be treated as
health issues rather than as an immediate cause for dismissal
or disciplinary action.
An Employment Tribunal may consider an employee to
have been unfairly dismissed if the reason for the misconduct
was drug or alcohol related and no attempt was made to
help the employee at first instance.
However, common sense must prevail. A safety critical
environment or role will allow for a less tolerant policy.
Clearly, one-off incidents of drunkenness in the case of
employees returning form the pub at lunchtime must be dealt
with immediately under the disciplinary procedure.
Employees must not be permitted to evade disciplinary
proceedings by claiming a dependency problem where
none-exists. The following are examples of cases in which
the policy should specify disciplinary action will be taken:
0D - 7
Appendix A
Draft drink and drug abuse policy and
procedure
The attached draft policy is for guidance only. Any policy
should reflect the requirements of the business and must be
implemented in practice. Introducing a policy that is not
followed or is inappropriate to the business may be worse
than not having a policy at all. The policy imposes
obligations on you as an employer as well as your
employees, if you have a policy you may for example have
to agree to treatment to employees where you may
otherwise have simply followed the disciplinary procedure.
Further, if a policy is adopted it must be reviewed
regularly to ensure that it is working and changed as
necessary. You must also ensure the employees remain still
aware of the policy and its consequences.
This draft policy has been reproduced with the kind
permission of The Construction Confederation
Policy
The Company recognises the potential dangers of alcohol,
drug and solvent abuse, known as substance abuse, to both
the individual and the Company.
The Company aims to prevent, where possible, alcohol,
drug and solvent abuse amongst employees and to detect at
an early stage employees with problems.
The Company aims to prevent, and where possible, will
offer assistance such as counselling or leave of absence from
work if required for treatment. There may be, however,
some instances when this offer may not be appropriate and
Managers must assess each case individually.
Rules
Employees must not use, possess, conceal, transport,
promote, or sell prohibited substances whilst on Company
premises, in Company vehicles, on client premises or at the
work site.
Employees must not report for work under the influence of
prohibited substances.
Employees must not consume alcohol in the office or on
site except on approval occasions.
Definitions
‘Under the influence’ means that there is a sufficient amount
of the substance in the employee’s system to produce a
positive result from a medical test or breathalyser unit
and/or that the employee shows erratic abnormal behaviour
likely to pose a risk to others or to interfere with their job
performance.
Substance includes the use of illegal drugs, misuse of
legal drugs or other substances such as solvents or alcohol.
Company premises means all property owned, operated,
leased by or otherwise under the control, in whole or part of.
Establishing the problem
Managers should be aware that the misuse of drugs,
alcohol, or solvents by employees may come to light in
various ways. The following characteristics, especially when
arising in combinations, may indicate the presence of a
substance problem.
Absenteeism
• Instances of unauthorised leave
• Frequent Friday/Monday absences
• Leaving work early
• Lateness ( especially on returning from lunch)
• Excessive level of sickness absence
• Strange and increasingly suspicious reasons for absence
• Unusually high level of sickness for colds, flu, stomach
0D - 8
upsets
• Unscheduled short-term absences, with or without
explanation
High accident level
• At work
• Elsewhere, eg. driving, at home
Work Performance
• Difficulty in concentration
• Work requires increased effort
• Individual tasks take more time
• Problems with remembering instructions or own mistakes
Mood Swings
• Irritability
• Depression
• General confusion
Misconduct
• An employee’s substance problem may come to light as a
mitigating factor in a disciplinary interview. It may be
treated as a mitigating factor for certain ‘less serious’
disciplinary offences, such as poor timekeeping or
lateness, provided the person is prepared to undergo
treatment.
Self referral
• In some instances, employees may come forward
voluntarily and seek help themselves.
Manager’s responsibility
A Manager who suspects one of their employees of having a
substance abuse problem must discuss the matter with the
relevant [Manager/Director]
Before approaching the employee with their concern.
The (Manager) will then discuss the matter with the employee
and try to establish the cause of the problem (although it
must be pointed out that individuals with a drugs or alcohol
problem will often go to great lengths to conceal the
situation).
The employee should be reminded or informed of the
assistance the Company is prepared to give employees who
are trying to overcome an alcohol or drugs problem and
should be informed of outside agencies where help can be
obtained.
The employee should be informed that the Company
requires his or her performance to be improved to an
acceptable standard and that failure to achieve this will
result in dismissal. The (Manager) (having consulted with the
(Director)) should agree with the employee what follow-up
action is to be taken. Where it is established that alcohol or
drugs is or could be the problem, an appointment should be
arranged with the Company Doctor.
If the employee denies that either alcohol or drugs are the
cause of the problem (whether believed or not), he or she
should be treated as for any other disciplinary/capability
problem, whichever is judged as appropriate by the
(Manager) and (Director).
However, if there are strong signs that the employee’s
unsatisfactory performance is drug or alcohol-related and he
or she will not admit or acknowledge this, further
encouragement should be given at all stages of the
disciplinary/capability procedure to face up to the true
underlying problem.
Treatment and assistance
Where employee acknowledge that they have a problem
and are given help and treatment, this will be on the
understanding that:
The Company will give employees, assessed as having a
substance abuse problem, all reasonable time off in
December 2002
accordance with the Company’s Absence Policy.
Every effort should be made to ensure that on completion
of the recovery programme employees are able to return to
the same or equivalent work.
However, where such a return would jeopardise either a
satisfactory level of job performance or the employee’s
recovery, the appropriate (Director) will review the full
circumstances surrounding the case and agree a course of
action to be taken. This may include the offer of suitable
alternative employment, or the consideration of retirement on
the grounds of ill health or dismissal. (Before a decision on
dismissal is made, it should be discussed with the employee
and an up-to-date medical opinion obtained).
Relapse
Where an employee, having received treatment, suffers a
relapse, the Company will consider the case on its individual
merits. Medical advice will be sought in an attempt to
ascertain how much more treatment/rehabilitation time is
likely to be required for a full recovery. At the Company’s
entire discretion, more treatment or rehabilitation time is
likely to be required for a full recovery. At the Company’s
entire discretion, more treatment or rehabilitation time may
be given in order to help the employee to recover fully.
Recovery unlikely
If, after the employee has received treatment, recovery
seems unlikely, the Company may be unable to wait for the
employee any longer. In such cases, dismissal may result but
in most cases a clear warning will be given to the employee
beforehand and a full medical investigation will have been
undertaken.
Drug screening programme
Procedure
Employees may be required to submit to a test to check for
the presence of drugs or alcohol under the following
circumstance:
• Following an accident or incident on Company or client
premises, at a worksite or involving a Company vehicle;
• Following the discovery of a prohibited substance on
Company premises;
• Where there is reason to suspect that the employee may
be under the influence of a prohibited substance;
• Where it is suspected there has been a breach of the
policy, e.g. high individual accident experience,
excessive absenteeism, observed erratic behaviour
and/or deteriorating job performance
Refusal to take a drugs test
• If the employee refuses to take a drugs test the employee
December 2002
will be subject to action under the Company’s
disciplinary procedure up to and including dismissal.
Release of the test result
• It is a condition of employment that all employees agree
to the release of the results of screening for prohibited
substances as required.
Right of search
• The Company reserves the right to search the person,
his/her possessions and or immediate work area of any
employee or third party personnel who work, visit or
perform services on Company premises.
Serious misconduct caused by alcohol,
drugs or solvents
Intoxicated employees
• If an employee is known to be, or is strongly suspected of
being, intoxicated by alcohol, drugs or solvents during
working hours, arrangement will be made for the
employee to be escorted from the Company premises
immediately. The Company Doctor may also be
consulted on the incident. Disciplinary action will take
place when the employee has had time to become sober.
Consumption of alcohol on the premises
• Employees are expressly forbidden to consume alcohol
when at work or to bring onto Company premises under
any circumstances. Any breach of this rule will result in
disciplinary action being taken which is likely to result in
summary dismissal.
Drug abuse on the premises
• Employees who take drugs, which have not been
medically prescribed to them on medical grounds, will, in
the absence of any mitigating circumstances, be deemed
to be committing an act of gross misconduct. This will
thus render themselves likely to be summarily dismissed,
as will any employee believed to be buying or selling
drugs, or unlawfully in possession of drugs.
Education and training
• The Company will provide training for appropriate staff
in recognising the responding to the early stages of
alcohol or drugs problems amongst employees. The
Company will provide health educational initiatives to
raise awareness of the policy and the risks associated.
0D - 9
Appendix B
The Misuse of Drugs Act 1971 lists the drugs that are subject
to control and classifies them in three categories according
to their relative harmfulness when misused.
Class A Includes ecstasy, cocaine, heroin, LSD,
mescaline, methadone, morphine, opium and
injectable forms of Class B drugs
The penalties for offences involving drugs depend on the
classification of the drug. Penalties for the misuse of Class A
drugs are more severe than those for Class B drugs which
are in turn more severe than those for Class C drugs. The Act
also distinguishes, in terms of penalties that may be
imposed, between the offences of possession and drug
trafficking or supplying, with the latter attracting higher
penalties.

Class B Includes oral preparations of amphetamines, It is possible that in certain circumstances charges may be
barbiturates, cannabis, cannabis resin, codeine brought against an employer or employee under either this
and methaqualone (Mandrax) Act or the Health and Safety at Work Act 1974 or both. It
would be up to the courts to decide on the circumstances of
Class C Includes most benzodiazepines (EG each case.
Temazepam, Valium), other less harmful drugs
of the amphetamine group, and anabolic Most commonly misused substances in the United Kingdom
steroids
Name (street or How usually Effects sought Harmful effects include Legal
trade name) taken Status
Heroin
(Smack, horse, gear, Injected, snorted or Drowsiness, sense of warmth Physical dependence, Class A
H, junk, brown, stag smoked and well-being tolerance, overdose can lead
scag, jack) to coma and even death.
Sharing injecting equipment
brings risk of HIV or hepatitis
infection
Cocaine
(coke, charlie, snow, Snorted in powder Sense of well-being, alertness Dependence, restlessness, Class A
C) form, injected and confidence paranoia, damage to nasal
membranes

Crack
(freebase, rock, Smokable form of Similar to those of snorted As for cocaine but, because of Class A
wash, stone) cocaine cocaine but initial feelings are the intensity of its effects,
much more intense crack use can be extremely
hard to control, damage to lungs
Ecstacy
(E, XTC, doves, Swallowed, usually Alert and energetic but with a Possible nausea and panic, Class A
disco biscuits, in tablet form calmness and sense of well- overheating and dehydration
echoes, scooby being towards others. if dancing, which can be fatal.
doos,) Heightened sense of sound and Use has been linked to liver
Chemical name colours and kidney problems. Long-
MDMA term effects not clear but may
include mental illness and
depression
LSD
(acid, trips, tabs, Swallowed on tiny Hallucinations, including There is no way of stopping a Class A
dots, blotters, square of paper distorted or mixed-up sense of bad trip which may be a
microdots) vision, hearing and time. An frightening experience.
LSD trip can last as long as Increased risk of accidents
8-12 hours can trigger off long-term mental
problems
Magic
Mushrooms
(shrooms, mushies) Eaten raw or dried, Similar effects to those of LSD As for LSD, with the additional Not illegal
cooked in food or but the trip is often milder and risk of sickness and poisoning in raw state
brewed in tea shorter but Class A
once dried
or
processed
in any way
Cannabis
(hash, dope, grass, Rolled in tobacco Relaxed, talkative state, Impaired co-ordination and Class B
blow, ganja, weed, into a spliff, joint or heightened sense of sound and increased risk of accidents,
shit, puff, marijuana) reefer and smoked, colour poor concentration, anxiety,
smoked in a pipe or depression, increased risk of
eaten respiratory diseases including
ling cancer

0D - 10 December 2002
Barbiturates
(barbs, downers) Swallowed as tablets Calm and relaxed state, larger Dependence and tolerance, Class B
or capsules, injected doses produce a drunken effect overdose can lead to coma
– ampules or even death. Severe
withdrawal symptoms
Amphetamines
(speed, whizz, ) In powder form, Stimulates the nervous system, Insomnia, mood swings, Class B
uppers, billy, sulph, dissolved in drinks, wakefulness, feeling of energy irritability, panic. The
amp injected, sniffed or and confidence comedown (hangover) can be
snorted severe and last for several days
Tranquillizers
(brand names Swallowed as tablets Prescribed for the relief of Dependency and tolerance, Class C.
include valium, or capsules, injected anxiety and to treat insomnia. increased risk of accidents, Available
Altivan, Mogadon High doses cause drowsiness overdose can be fatal, severe only on
(moggies) withdrawal symptoms prescription
Temazapam (Medicines
(wobblies, mazzies, Act). Supply
jellies)) is illegal
but, apart
from
Temazepam,
not illegal
to possess
without a
prescription.
Misuse of
Drugs Act
1971 and
associated
Regulations)
Anabolic steroids
(many trade names) Injected or swallowed With exercise can help to build FOR MEN: erection problems, Class C
as tablets up muscle. However, there is risk of heart attack or liver
some debate about whether drug problems.
improves muscle power and FOR WOMEN: development of
athletic performance male characteristics. Injecting
equipment brings risk of HIV
or hepatitis infection
Poppers
(alkyl nitrates, Vapours from small Brief and intense head-rush Nausea and headaches, Not illegal
including amyl bottle of liquid are caused by sudden surge of fainting, loss of balance, skin to possess
nitrate with trade breathed in through blood through the brain problems around the mouth but supply
names such a Ram, mouth or nose and nose, particularly dangerous without
TNT, Thrust) for those with glaucoma, anemia, prescription
breathing or heart problems is illegal
and can be
an offence
Solvents
(including gas lighter Sniffed or breathed Short lived effects similar to Nausea, blackouts, increased Not illegal
refills, aeroslos, into the lungs being drunk, thick-headed, risk of accidents. Fatal heart to possess
glues. Some paint dizziness, possible hallucinations problems can cause instant death but it is
thinners and illegal for a
correcting fluids) shop
keeper to
sell solvents
to anyone
under 18,
if they
suspect
they are
intended
for mis-use

December 2003 0D - 11
 REFERENCES

Legislation
Health and Safety at Work Act 1974

Road Traffic Act 1988

The Construction (Design and Management) Regulations

2007 - Part 4

The Management of Health and Safety at Work Regulations

1999

Transport and Works Act 1992

Misuse of Drugs Act 1971.

References

HSE publications
INDG 240 L Don’t Mix It!
INDG 91 Drug Misuse at Work

Forensic Science Service

Managers Guide To Drug And Alcohol Policy In The
Workplace

Trades Union Congress

Drunk or disordered

Alcohol Concern
State of the Nation 2002
Drugs and Alcohol at Work Don’t Mix

All of the above reference material is available from:

Construction Industry Publications Ltd.,
Unit 3 Gatlodge Close, Round Spinney,
Northampton NN3 8RJ
Tel: 0870 078 4400
Fax: 0870 078 4401
e-mail sales@cip-books.com

0D - 12 June 2007