Posted By George Wedgwood Two very good booklets from the HSE are downloadable from HSE Books website; "Drug Misuse at Work" (www.hse.gov.uk/pubns/) and "Don't mix it" (www.hse.gov.uk/pubns/indg240.htm) - a guide for employers on alcohol at work. There is also very sensible advice from the GPMU at www.gpmu.org.uk/hs/hsdrug.html). Basically you should have a Policy on alcohol and drugs misuse, supported by another one on your disciplinary procedure. Both of these should be made clear to all employees and posted for them to see. training is essential as is some provision for support, advice and rehabilitation if necessary, as in your case. The bottom line is that an employer cannot take the risk of a serious injury or fatality due to the results of drugs misuse or alcohol consumption at work and if this is perceived as a problem, then a screening or random testing programme should be introduced and made a condition of contract with employees. They should of course be well informed and involved in the process, to ensure acceptability. The first thing a manager should do is speak to the person concerned and in confidence warn them of possible consequences if they are found to be under the influence (you will have little proof of what is affecting them if there is no sampling or specialist input) The person could be referred to a specialist in substance monitoring for a test and if they refuse, then they should be subject to the disciplinary procedure, which could result in dismissal. Any absence due to substance 'management' by an employer should be classed as sickness absence and monitored in the usual way. If you email me, I can share a typical D&A Policy. I hope this helps, George