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Drug and Alcohol Policy

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Upper Glasgow Council Drug and Alcohol Policy

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1. Purpose

The purpose of this policy is to:

  • Maintain a safe and healthy work environment for all Council staff and stakeholders.

  • Minimise risks and costs associated with alcohol and drug use to the Council and individuals.

  • Provide access to information and support regarding drug and alcohol use, and encourage those with related issues to seek assistance.

 

No amendments to this policy may be made without the approval of the General Manager / CEO.

 

2. Background

The use of drugs and alcohol can impact an employee’s ability to perform work safely, efficiently, and respectfully. This poses risks to the health and safety of individuals, others in the workplace, and the reputation of Upper Glasgow Council.

 

3. Scope

This policy applies to all employees of Upper Glasgow Council, as well as contractors, temporary staff, consultants, and anyone working at the direction of or on behalf of the Council. It covers all Council workplaces, work situations, and events where staff may be representing the Council, including outside normal work hours and locations.

 

4. Responsibilities

All staff must:

  • Comply with this policy and all related directions from Council management.

  • Recognise that alcohol or drug use may affect work performance.

  • Immediately notify management of any breach of this policy by another worker. Notifications will be treated confidentially, subject to legal requirements.

 

All staff must NOT:

  • Attend, commence, continue, or return to work under the influence of alcohol and/or drugs. (Consumption of alcohol at Council functions may be permitted, provided it does not affect the staff’s ability to work.)

  • Possess, distribute, sell, use, or consume illegal drugs in the workplace. Such conduct may constitute a criminal offence and may be reported to authorities.

  • Consume alcohol and/or drugs during work or at the workplace, except at approved Council events where responsible consumption is permitted.

 

Management must:

  • Monitor staff behaviour to ensure adherence to this policy.

  • Provide support to staff where appropriate.

  • Act promptly on suspected breaches of this policy.

  • Not provide alcohol to staff who are intoxicated or drinking excessively.

  • Advise staff displaying inappropriate behaviour that such behaviour is unacceptable.

  • Promote safe transport options after Council events.

  • Refer staff to the Employee Assistance Program (EAP) for support as needed.

 

5. Alcohol Consumption

Council recognises that social activities may include alcohol. At work-related functions, staff must consume alcohol responsibly, uphold the Council’s code of conduct, and ensure safe transport home. Staff must not drive if intoxicated and should seek assistance from management if needed.

 

6. Illegal Drugs

Upper Glasgow Council has zero tolerance for illegal drugs. Staff must not bring, sell, consume, or dispense illegal drugs at work. Misconduct may result in disciplinary action and notification of authorities.

 

Prescription and Pharmacy Drugs:
Staff may take prescribed or pharmacy drugs for legitimate medical reasons. Such use must comply with medical instructions and not compromise workplace safety. Misuse or abuse will be treated as a breach of policy. Staff must inform management if their work performance is affected.

 

7. Smoking

Smoking is prohibited within Council premises except in designated outdoor areas. Staff must not leave litter from smoking.

 

8. Drug and Alcohol Testing

Council reserves the right to conduct workplace drug and alcohol testing:

  • Upon reasonable suspicion of impairment.

  • Following a workplace health and safety incident.

  • Randomly, as determined by risk assessment.

 

Testing methods will respect staff privacy and confidentiality. Selection for testing will be based on WH&S risk assessments.

 

9. Breach of Policy

Breaches of this policy may result in disciplinary action, including:

  • Formal warning

  • Suspension

  • Demotion

  • Termination of employment

  • Referral to EAP

 

Contractors and temporary staff may have contracts terminated for breaches.

 

10. Review

This policy will be reviewed every two years or as required.

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