Glucode Glucode Handbook

Alcohol and Drugs

General

This policy aims to maintain a safe and healthy working environment free from alcohol and drug abuse. It ensures compliance with the Occupational Health and Safety Act No. 85 of 1993 (OHSA) and promotes a safe working environment.


Legal Obligations

  • Ensure a safe workplace (Section 8): free from hazards, including those related to drugs and alcohol.
  • Mitigate risks (Section 8 (2)(d)): mitigate risks arising from substance abuse and prevent employees from working under the influence.
  • Promote health and safety (Section 14): ensuring employees take reasonable care of their own and others’ well-being.

Policy Guidelines:

  • Prohibited conduct: no employee may use, possess, sell or be under the influence of alcohol or drugs during work hours or on company premises. This includes cannabis.
  • Testing and compliance: the company may conduct drug and alcohol testing where necessary. Non-compliance may result in disciplinary action.
  • Employee support: employees struggling with substance abuse are encouraged to seek assistance through Healthy Company or the People team.

Commitment

The presence in the workplace of persons who are under the influence of alcohol or drugs constitutes a safety risk to not only yourself but others as well. Being under the influence may also have a detrimental effect on your standards of performance and conduct expected by Glucode.

From time to time, Glucode may provide alcohol on its premises for social events or team gatherings. In such instances, employees are expected to consume alcohol responsibly and in moderation. At no point may an employee become intoxicated or behave in a manner that compromises safety, professionalism, or the standards of conduct expected in the workplace. The provisions of this policy remain fully applicable during such events.

Procedure

The Test

The primary test for being under the influence of alcohol and/or drugs, is observation.

You would be considered to be under the influence of alcohol and/or drugs if your appearance and behaviour show any combination of signs namely:

  • smell of breath
  • slurred speech
  • uncoordinated movements
  • bloodshot/hazy eyes
  • dazed expressions
  • smell of alcohol
  • strange or aggressive behaviour
  • poor balance
  • decreased concentration
  • uncontrollable balance
  • drowsiness, and
  • agitation

A leader in Glucode will be notified who will then carry out the observation test above. A credible witness will also be selected, and asked if they can see the visual signs listed above. A drug and alcohol observation form will be completed by a leader in business as well as the credible witness . If they are convinced that you are under the influence then a secondary test will be conducted such as a breathalyser test.

Info

If the first test is not clear and it is necessary to establish the facts, you could be taken to a doctor at Glucode’s discretion for a breathalyser test for alcohol or for a blood test for drugs. Glucode will pay any costs associated with actions it initiates to establish the facts.

If it is suspected that you are under the influence of drugs, you will be requested to submit a blood or urine test administered by a healthcare professional. The test is primarily used to enable you to establish your innocence.

If you refuse to take the test, this would be honoured with a warning that an opportunity to establish a defense is hereby compromised.

Compliance

We will endeavour to assist any alcohol or drug dependent employee, who requests assistance, through liaison with Glucode’s EAP, which provides the necessary assessment and treatment services.

EAP Programme

If you admit to having a drinking and/or drug problem at the disciplinary hearing, you will be referred for an assessment to the People Department, who will arrange an evaluation in accordance with the Employee Assistance Programme

Info

If you admit to having a drinking and/or drug problem at the disciplinary hearing or before disciplinary action, you will be referred for an assessment to the People Department, who will arrange an evaluation in accordance with the EAP Programme.

The onus to prove dependence is on the employee and will be incurred at your own cost. The evidence that would be accepted as proof, you will be required to:

  1. agree to tests to verify the claim of alcohol or drug dependence, i.e. breath/blood/urine tests;
  2. agree to undergo treatment;
  3. report to work in a sober condition if there is a waiting period for admittance to a rehab unit
  4. submit yourself for random tests pending the rescheduled date for the resumption of the hearing


Monitoring and Enforcement

If the evidence of alcohol or drug abuse is acceptable, the decision to dismiss will default to a final written warning, conditional upon the following. You will:

  • not violate the policy on alcohol or drug use and abuse for a period of two years (24 months);
  • enter into a written agreement to comply with the terms and conditions of treatment for alcohol/drug abuse, with the professional counsellor or agency contracted to do so;
  • agree that Glucode will be in regular communication, via its internal healthcare professionals, with the treatment facility and may receive communication regarding your progress and treatment from the facility;
  • attend regular consultations with Glucode’s healthcare professionals, as required by the latter;
  • agree in writing to the terms for payment of treatment; and
  • refrain from drinking any alcohol or using drugs at any time.

The normal rules regarding the sick leave benefit will apply if you agree to go to a centre for a period of treatment. If all your sick leave has been used, you may apply for annual leave. You may also apply to the Unemployment Insurance Fund for sickness benefits for the period of treatment.

In the event of a relapse, the following factors can be considered in determining whether further assistance can be provided and what the nature of such assistance will be:

  1. Period since previous admission
  2. The employee’s ongoing co-operation in the treatment programme
  3. Personal and social circumstances
  4. Relevant disciplinary record before and at time of relapse

Info

If you are a member of a medical aid fund, the rules of the fund will apply about pay-out for treatment.

If all reasonable steps have been taken to get your work performance up to standard and/or to stop continued substance abuse, Glucode must determine whether you are still liable to produce satisfactory work, and then act as follows:

If you are:

  1. unable to produce satisfactory work because of continued substance abuse, the employment contract may be terminated owing to incapacity;
  2. still able to do your work despite failure to co- operate and/or continued acceptable behaviour, because of substance abuse, the employment contract may be terminated owing to misconduct.

Penalties

Glucode has a zero-tolerance to alcohol and/or drugs in the workplace. If you are in possession of alcohol and/or drugs in the workplace, you may be subject to disciplinary action that could lead to dismissal.