Referrals and testing
Referrals can be made by:
- employees voluntarily seeking assistance through their line manager
- management referral
- medical referral or monitoring
Employees voluntarily seeking assistance
Requests for leave or time off will be approved by the line manager if:
- an employee is already undergoing treatment, or
- receiving assistance from an external organisation
Management referral
As soon as a manager believes an employee might have a misuse problem, the following procedure must be followed:
- the manager meets with the employee to discuss their observations and views. The manager should avoid any judgement as to whether or not the person has a problem. They must give the employee the opportunity to admit to any problem. Strict confidentiality must be maintained.
- the manager refers the employee to Occupational Health for assessment and further discussion with regard to:
- the circumstances that have led to the suspicion of misuse
- an alcohol or drug screening procedure (if required)
- if needed, the employee will be offered further advice and counselling and referred for specialist treatment. Should the employee refuse the offer of further assistance, disciplinary action may be considered.
- The line manager and employee will have further update meetings whilst treatment for substance misuse is ongoing. If appropriate, the manager will obtain further advice from Occupational Health.
Medical referral and monitoring
Sometimes, during a normal medical referral procedure, our medical adviser may suspect that an employee has a misuse problem. The employee will, in the first instance, be encouraged to voluntarily seek help.
While maintaining strict medical confidentiality, Occupational Health must make management aware of any risks to health and safety.
Voluntary rehabilitation agreement
Employees may be required to complete a drug or alcohol rehabilitation agreement. This agreement sets out the expectations of the employee with regard to treatment. An example of an agreement can be found on Lincs2Learn.
Unacceptable performance levels
Substance misuse is not grounds for dismissal unless performance levels are unacceptable. Such cases must be dealt with under either the Disciplinary or Capability Policy.
Such circumstances might include:
- unacceptable behaviour at work whilst under the influence of drugs or alcohol
- unacceptable attendance records, with the employee refusing any support or treatment
- failure to undertake an alcohol or drug screening test
- failure to follow the treatment programme, maintain abstinence and achieve regular attendance on any rehabilitation programme. Any current disciplinary procedures associated with alcohol or substance misuse may be suspended whilst treatment is ongoing.
If an employee refuses help or drops out of a treatment programme, this will not be automatic grounds for dismissal. Any unacceptable behaviour or level of performance will be subject to appropriate action.
Testing arrangements
Reasonable cause testing or testing following a medical referral
There are several methods and types of testing which can be used for both alcohol and drug screening. These include urine, saliva, hair and blood tests.
Testing will be carried out by a specialist organisation who will advise on the most appropriate test.
The employee will be required to give their written consent for the test. Employees will be advised of the process for obtaining samples prior to giving their consent.
The manager and Occupational Health will be informed of the results of the test.
Screening on appointment or transfer
The method for this screening will be urine analysis.