Send the employee home so that they and others are removed from potential risks. Consideration should be given to their ability to return home safely, e.g. for them not to drive themselves home. Consider whether it is appropriate to initiate a disciplinary investigation in accordance with the school’s Disciplinary Policy and Procedure. An employee who appears to have a drug and/or alcohol problem Employees who are identified as possibly experiencing alcohol/drug related problems, whether by observation, poor performance, conduct or by their own voluntary admission, must be given the following assistance: If the Headteacher has concerns that an employee may have a drug or alcohol problem, he/she must first arrange an informal meeting to discuss his/her concerns with that employee. The employee may be accompanied by a Union or Professional Association representative or a work colleague and no one else. During the initial meeting, the Headteacher should suggest to the employee that support is provided by way of a referral to the Occupational Health Unit. The employee should be made aware that his/her co-operation is required during the referral process in order for the Occupational Health Unit to be able to provide full support and advice. See Health and Attendance Policy and Procedure for Schools for further guidance on the occupational health referral process. If the school buys into an Employee Assistance Programme advise the employee to take up their services. The Headteacher should make it clear to the employee that any necessary time off will be granted for treatment / support in accordance with the leave of absence policy. The employee should return, as far as possible, to their normal duties during and after treatment, following a risk assessment. This will depend on their ability to perform those duties or on the consequent risk of relapse due to a return to those duties. If a return to normal duties is not considered to be appropriate, redeployment or other suitable options may be considered by the governing body. When to the Disciplinary Procedure The school will, where appropriate to do so, adopt a constructive and supportive approach when dealing with employees who may be experiencing drug or alcohol dependency/addiction. This means that employees seeking assistance for a substance misuse problem will not have their employment terminated simply because of their dependence/addiction. Notwithstanding the above, there will be circumstances where breaches of conduct whether dependency-related or not, will be treated as a disciplinary matter and may result in the
Send the employee home so that they and others are removed from potential risks. Consideration should be given to their ability to return home safely, e.g. for them not to drive themselves home. Consider whether it is appropriate to initiate a disciplinary investigation in accordance with the school’s Disciplinary Policy and Procedure. An employee who appears to have a drug and/or alcohol problem Employees who are identified as possibly experiencing alcohol/drug related problems, whether by observation, poor performance, conduct or by their own voluntary admission, must be given the following assistance: If the Headteacher has concerns that an employee may have a drug or alcohol problem, he/she must first arrange an informal meeting to discuss his/her concerns with that employee. The employee may be accompanied by a Union or Professional Association representative or a work colleague and no one else. During the initial meeting, the Headteacher should suggest to the employee that support is provided by way of a referral to the Occupational Health Unit. The employee should be made aware that his/her co-operation is required during the referral process in order for the Occupational Health Unit to be able to provide full support and advice. See Health and Attendance Policy and Procedure for Schools for further guidance on the occupational health referral process. If the school buys into an Employee Assistance Programme advise the employee to take up their services. The Headteacher should make it clear to the employee that any necessary time off will be granted for treatment / support in accordance with the leave of absence policy. The employee should return, as far as possible, to their normal duties during and after treatment, following a risk assessment. This will depend on their ability to perform those duties or on the consequent risk of relapse due to a return to those duties. If a return to normal duties is not considered to be appropriate, redeployment or other suitable options may be considered by the governing body. When to the Disciplinary Procedure The school will, where appropriate to do so, adopt a constructive and supportive approach when dealing with employees who may be experiencing drug or alcohol dependency/addiction. This means that employees seeking assistance for a substance misuse problem will not have their employment terminated simply because of their dependence/addiction. Notwithstanding the above, there will be circumstances where breaches of conduct whether dependency-related or not, will be treated as a disciplinary matter and may result in the