Rank: Forum user 
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Does anyone have a short (and frankly) blunt memo/notification/warning regarding "zero" tolerance of the after effects of D&A on operatives attempting to work on construction sites?
We just want to hammer home the message that workers can be:
a) removed or even banned from site without notice and at their expense.
b) subject to disciplinary measures including dismissal if directly employed.
c) relieved of company vehicle keys.
A deeper question would relate to the possession of keys for a non-company vehicle, and how far we can morally be involved in stopping individuals from driving away, once we have "guilty knowledge"?
I apologise if this one has been discussed in the recent past.
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Rank: Forum user
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I dont work in construction but we have an employee handbook which states ......
Disciplinary procedure
From time to time the company may be required to invoke the Disciplinary procedure, which is designed to protect your interests as well as those of the business. This Procedure is based on the ACAS Code of Practice for Discipline at Work (September 2004) and is compliant with all relevant legislation.
It goes onto say .......
No employee will be dismissed for a first breach of discipline except in the case of gross misconduct when the penalty may be dismissal without notice or payment in lieu of notice.
Gross misconduct
The following list provides some examples of offences, which are normally regarded as Gross Misconduct; they do not, however, constitute an exhaustive list: [Have cut this list down in size considerably]
- serious incapability through alcohol or being under the influence of alcohol or illegal drugs
- serious negligence which causes, or may cause, unacceptable loss, damage or injury
- misuse of company property - bringing the company name into serious disrepute
- serious infringement of Health and Safety rules
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Rank: Forum user
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Rank: Forum user
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13farrar - just found the link to the ACAS document we use http://www.acas.org.uk/m...Health_Work___Wellbeing_(August_2011).pdf Got some good stuff on the legal implications if you dont deal with an employee under the influence etc ..at about page 26 Good luck CDB193
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Rank: Super forum user
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13farrar,
Does your company operate a system of testing for D&A, periodic or otherwise?
Simon
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Rank: Forum user
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We're in aviation so pilots etc all get routine testing, for the rest of the population no but have known of a couple of instances where managers have had to tackle the odd person who has "lunch off site" and the peer culture here is pretty robust
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Rank: Forum user
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Simon, This is something we are contemplating right now.
We had one sub contractor's operative removed from site in July; that was easily dealt with, as we simply told the sub contractor not to send that individual to any of our sites in future.
We now have a suspicion about one of our directly employed men, so hence the contemplation for testing.
I think the best way is to "randomly" check all of the men on one particular site, without our target feeling like he is being singled out.
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Rank: Forum user
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On the subject of "random" samples for drug testing, if we do decide to "target" our suspect, what is the recommended minimum number of workers we should test at the same period, so as not to appear unfair to the individual concerned?
We clearly don't want to give him a loop-hole.
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Rank: Super forum user
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Surely that would depend on how many workers were on a given site? I'd go with a workable percentage.
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Rank: Super forum user
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I'd also be tempted to split that percentage across multiple (even unconnected?) trades.
However, if the person in question know's they are flying close to the wind; no matter how 'discreet' you make this exercise, I suspect they'll know where it is predominantly aimed.
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