Rank: Forum user 
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Hi,
We have just had an incident at work where an individual has been sent home after returning from lunch having consumed several pints and what ever else was available. As a result he was sent home immediately.
I have now been asked to draw up a policy, and supporting staff memo, stating that we operate a zero tolerance policy and it will be treated as gross misconduct from now on.
Has any one got any experience or advice on this subject?
Apologies for briefness of the post, if you need any more info I will log on this evening when it's a little less hectic.
All the best
Will
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Rank: Guest
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You will need to be very careful on this, and it would be prudent to work closely with HR in designing/ rolling out any policy.
How will you prove someone is under the influence?
Do you have occasional staff 'celebrations' in the office? If yes, is alcohol (and non alcoholic alternatives) provided by the company for consumption by staff on the premises? In which case, how will you justify this as being acceptable, despite having a zero tolerance policy?
Have you always had an assumed zero tolerance policy, but have never really communicated/ enforced it?
Also, it might be prudent (depending on the industry you are in) to add a caveat that if someone comes to HR in confidence and informs them they have a problem; that they will work with that employee (as long as they abide by certain set rules) to help them. This will then help to remove the additional worry of being dismissed for gross misconduct. If, however, they don't follow the agreed rules, then it could still kick in.
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Rank: Super forum user
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The rail industry has had a drink and drugs policy for years now, do you know any railway based people who could get you a copy? Basically it is a no drink or drugs policy with random testing undertaken and a zero tolerance. This has work extremely well over about 20 years now. Perhaps you can get it by logging onto the RSSB website.
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Rank: Forum user
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Aha!! Look at the March Open assessment Examiners Report! It was a question.
Paul
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Rank: Forum user
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Will - I'll send you a PM
Clive
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Rank: Forum user
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We have a zero tolerence on drug and alcohol and this is part of our employee handbook.
A previous post stated HR involvement, from our experience this is vital.
On top of this, we test all employees on pre-employment, accident/incident and random. Those who do use anything are caught in the pre-employment test.
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Rank: Forum user
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Consider some of the symptoms and behaviours to look for (although accepting that this does not necessarily mean the person is under the influence, they are merely pointers).
Confidentiality will be a big factor.
As someone else has said, offering assistance to the person rather than just a zero tolerance approach. They may have a serious problem which needs understanding rather than punishment.
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Rank: Super forum user
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There have been a number of threads on this subject - three relevant ones are:
http://forum.iosh.co.uk/...spx?g=posts&t=101160
http://forum.iosh.co.uk/...aspx?g=posts&t=99982
http://forum.iosh.co.uk/...aspx?g=posts&t=97865
In my industry we are restricted by the Railways and Transport Safety Act 2003 which essentially uses the road limit of 35mg in breath.
A few companies tried the zero tolerance and soon moved to less restrictive levels, generally the road level.
Whilst slightly off topic, if you are thinking of extending to include drugs, ensure that you have in pl;ace procedures to allow people using prescription drugs to continue working!
Finally, get unions on side - generally this is not a problem.
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