TUC Guidance for Workplace Reps Drugs and Alcohol

[brothermagrew]

TUC Guidance for Reps Drugs and Alcohol.pdf

[silverback]

What practical steps can be taken if you strongly suspect a colleague of being unfit to drive (rm vehicle) due to the consumption of excessive alcohol?

I have spoken to the individual in question in private on numerous occasions and this person insists they are not over the legal limit for driving. Every Saturday morning
it is the same. I believe it is only a matter of time before something serious happens but what can / should I do? This person is a friend, a cwu member as well as colleague and I do not want to see anything happen that can be avoided. Any advice would be appreciated.

p.s. Dom is aware and we have both spoken to the individual, to no avail.

HELP

[brothermagrew]

What practical steps can be taken if you strongly suspect a colleague of being unfit to drive (rm vehicle) due to the consumption of excessive alcohol?

I have spoken to the individual in question in private on numerous occasions and this person insists they are not over the legal limit for driving. Every Saturday morning
it is the same. I believe it is only a matter of time before something serious happens but what can / should I do? This person is a friend, a cwu member as well as colleague and I do not want to see anything happen that can be avoided. Any advice would be appreciated.

p.s. Dom is aware and we have both spoken to the individual, to no avail.

HELP

Where it is believed that an individual is under the influence of alcohol and or drugs and the behaviour of the individual is in the opinion of the manager potentially dangerous to themselves or others then the manager may need to take immediate action for the health, safety and well – being of the individual and all those around them or who might come into contact with them or be in the same vicinity as them. In such circumstances the manager has to assess the risk and should approach the individual and ask to see them away from the work area and out of sight and earshot of others (an immediate meeting). The manager should ensure that the individual is accompanied by a colleague or union representative (who might be the union health and safety representative) and give consideration to another manager being present. In part to ensure the health and safety of all concerned and so there is no doubt about the reasons for the manager taking the action they are taking and to help the manager assess the risk and so determine the action needed.

After assessing the risk and having consulted with the union health and safety representative if the manager concludes the person is unfit to carry out their normal work or any other work then the person should be sent home from work with pay and steps taken to assist the person in getting home and being put in the care of a responsible other person. Where it is not possible to put the person into the care of another responsible person then the manager should continue to ensure the individual is looked after until they are fit to be left alone.

Source - Corporate Responsibility
Group Health and Safety Policy
Alcohol and Drugs Policy -
Guidelines
Version 1.9
8th May 2007

The Managers Responsibility
Managers have a responsibility for the health well-being and safety of themselves and all those working to them or around them. This responsibility will be helped by being aware wherever possible of the usual behaviour of employees and be prepared to intervene where there is genuine concern about a persons behaviour or change in behaviour, which may lead or has led to an unsafe act or condition. It’s essential that managers are aware of how to provide help and support when needed and also how and when to apply the Conduct Code, or indeed both at the same time. There might be times when a breech of health and safety is so significant that although help and support might be deemed appropriate the person concerned has to be considered for disciplinary action.
Changes in performance or behaviour should be managed along similar lines whatever the perceived cause (see Attendance Policy, Conduct Code, etc): However, it is important to remember that our people have the following rights and responsibilities:

• To be accompanied at meetings by companion who may be their Trade Union representative or a colleague from within Royal Mail Group plc at all meetings within the procedure.
• To be told how the Royal Mail approach to managing our Alcohol and Drugs policy works and what the benefits and consequences are.
• To observe the principles of dignity and respect, even though each party may have different views about the issue to be discussed.

The key message is that where changes to a persons behaviour gives rise for concern or a persons performance changes and falls below an acceptable standard or peoples health and safety are being put at risk the manager should intervene.

[silverback]

Thanks for that. I will print it off. This firmly puts the onus on the manager, especially if it has been brought to his attention by the H and S rep.