Healthy behaviours support policy

Employees voluntarily seeking assistance

Request 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.

Medical referral and monitoring

Managers may consider a referral to occupational health as part of supporting the employee. For further details, see the occupational health section on Sharepoint.

Sometimes, during a normal medical referral procedure, our medical adviser may suspect that an employee has a substance use 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 about treatment. Managers can find an example of an agreement on Lincs2Learn (Policies Resources for Managers).

Unacceptable performance levels

The employee may need to be temporarily moved to another role if their normal work is safety critical.

Unhealthy behaviours are not grounds for dismissal unless performance levels are unacceptable. Such cases must be dealt with under the disciplinary policy or capability policy. Any unacceptable behaviour or performance level will be subject to appropriate action. Such circumstances may include:

• unacceptable behaviour at work whilst under the influence of drugs or alcohol
• circumstances where non-negative testing prevents someone from being able to undertake their job role. For example, attending a contractors site
• 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 an alcohol or drug rehabilitation programme. Any current disciplinary procedures associated with alcohol or substance use 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
• use of corporate equipment or core hours for gambling
• smoking and, or vaping on LCC premises, outside of designated smoking areas, non-compliance with the smoke-free policy