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Last revision: 07/09/2024
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Fill out the templateA substance abuse policy is a policy used by an employer and implemented within its organisation to clearly outline the employer's position on substance abuse and the consequences of substance abuse by employees. A substance abuse policy has the following objectives:
No, it is not mandatory for an employer to have a substance abuse policy. However, it may be good for the employer to implement as it shows the employer's concern for the wellbeing of its employees. Similarly, if the employer's business involves working with or manufacturing these kind of substances (e.g. a brewery), it may be beneficial for the employer to implement a substance abuse policy which governs consumption of substances on the premises.
Substance abuse refers to the misuse of drugs or alcohol such that it becomes harmful, problematic or the user forms a high dependency on the substance. The substance abuse will also have a negative impact on the employee's ability to perform their daily tasks.
A substance abuse policy will apply to all employees or workers within the employer's organisation. These will be people who are hired under an employment agreement or a casual worker agreement.
A substance abuse policy will not apply to independent contractors hired by the employer. These could be personnel contracted under a consultancy agreement or a services agreement. However, the employer may have a general policy that addresses the conduct of all personnel working on the premises, including service providers.
The duration of a substance abuse policy will usually be tied to the length of the employment contract as it will be effective throughout the employee's employment. This means that it can run indefinitely, However, the employer can always amend or update the substance abuse policy at any time.
Once the substance abuse policy is drafted, it should be signed by the employer or their representative and made available to all employees within the organisation. The substance abuse policy can be printed and handed to the employees physically or sent to them via email, Similarly, the employer can also publish the policy on its intranet, where it is accessible to all employees.
No, It is not necessary to have witnesses for a substance abuse policy. This is because it is not an agreement between the employer and the employee. Rather, it is unilaterally implemented by the employer and the employer does not have to consult with the employee when amending the policy.
A substance abuse policy should contain:
Psychoactive Substances Act 2016
Health and Safety at Work etc Act 1974
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Employer's Substance Abuse Policy - Sample, template
Country: United Kingdom