Alcohol and Substance Misuse
Where an employee is absent as a result of alcohol and/or, drug misuse you should:
- Discuss the circumstances of the case and obtain advice from HR Support & Advice Unit
- Refer to the appropriate Alcohol Policy (NHSGGC : Alcohol & Substance) review your responsibilities under this Policy and the supports and measures you may offer
- Refer the employee to Occupational Health as soon as possible to obtain a report, where appropriate
- Highlight to the employee the supports as listed under the Alcohol and Attendance Management Policies that the organisation may put into place. Further absences will be regarded as a conduct issue and be considered in terms of the Disciplinary Policy and Procedure.
- Discuss with the employee at an appropriate meeting, any reasonable supports and measures that would assist and help improve their attendance
- Implement these measures and monitor and review their effectiveness
- Highlight the employee’s responsibilities and the consequences of disciplinary action
It is appropriate to continue to manage the employee’s absence under the Attendance Management Policy whilst also using the Alcohol Policy & Substance Misuse. Your HR representative will provide advice on using both policies. Although addiction to alcohol and drugs are excluded from the scope of protection under the Equality Act 2010, an individual with such an addiction may become disabled as a consequence of it. For example, someone with an alcohol addiction may develop liver disease as a consequence of persistent heavy drinking and become disabled.