New Royal Mail Alcohol And Drug Policy

Royal Mail Group are introducing an updated Alcohol and Drug Policy which has been subject to extensive consultation with the CWU Health, Safety and Environment Department. 

At the conclusion of the talks CWU National Health and Safety Officer Dave Joyce said "We are satisfied and content that the new Policy and guidance now being deployed is in the best interests of our members. Simply put, alcohol and drugs problems are always best treated with sympathy and support where misconduct is not an issue and disciplinary action is a last resort. The primary aim of the new Policy is to help, support and rehabilitate our people who have alcohol and drugs problems, free from a blame culture and Royal Mail is committed within the Policy to working proactively with the Union and our Health and Safety Reps to ensure a safe and healthy working environment and workforce."

Dave added "The new Royal Mail Policy doesn't include the draconian measures some employers have been adopting. Controversial Alcohol and Drug testing at work has been continually in the news recently as more companies introduce it." 

A recent TUC Report confirmed that UK companies have a growing appetite for instructive drug and alcohol tests for workers. The report concludes that testing will not however reveal the possible workplace causes of drug or alcohol misuse such as stress or long, or irregular, hours. The TUC says a drugs and alcohol policy should be comprehensive and should ensure workers feel confident to report it rather than hide problems. It is important that employers and union representatives address the issue in a non-judgemental way. The TUC say that every employer should have a policy on dealing with the issue and Unions should be involved in developing and implementing these policies. Employee assistance programmes, providing back up and support for members - can help individuals return to a healthy and productive condition.

Dave added "We've successfully pursued TUC Policy and the Royal Mail Policy recognises that alcohol and drug related problems are most likely to be successfully overcome if they are identified early - and if staff are encouraged to accept help and to follow it through. The Policy stresses "Acknowledging that there is a problem and accepting help does not put a person’s job at risk."

The new Policy addresses underlying problems such as stress or depression and specialist help will be available via the Royal Mail occupational health service which will include an in-house counselling service, with expertise in alcohol and drug problems. 

Alcohol and drug misuse is now a major issue affecting employers and employees in the UK. Drinking and drug use can cause physical harm and ‘inappropriate’ drinking, with regard to the workplace, is potentially dangerous before or during working hours as it may lead to impairment, inefficiency, accidents or damaged customer relations. 
Royal Mail have legal responsibilities under the Health and Safety at Work Act to ensure the health, safety and welfare of their workers and to make sure that workers don't injure themselves or endanger colleagues or the public and this has particular relevance to alcohol or drugs and the use of machinery or vehicles.

Under the Management of Health and Safety at Work Regulations Royal Mail must also assess the risks to the health and safety of their workers and if they were to knowingly allow an employee to continue working if affected by alcohol or drugs whilst placing the person concerned or other colleagues at risk, it could make them as the employer liable to prosecution.
 
Dave Joyce said "In developing the Policy we consulted "Alcohol Concern" and the "HSE" for their advice and input and guidance and we've encompassed their recommendations into the revised Royal Mail Policy and Managers Guidance." "I'm grateful for their assistance and input". 

The HSE state that Employers should adopt an alcohol policy, in consultation with their Unions and the Policy should set out how the organisation expects employees to limit their drinking; how problem drinking will be recognised as a health problem and help offered and beyond that at what point and in what circumstances the employer will treat an employee's drinking as a matter for discipline.

Alcohol Concern views alcohol policies as fundamental to tackling alcohol-related problems at work, whether driven by concerns about health and safety or costs and business effectiveness. They say quite firmly that Alcohol problems in the workplace should be viewed as a health issue, and the alcohol policy should be linked to one or more of an organisation’s procedures i.e health and safety, personnel and general management with expert in-house support or outside specialist services. An alcohol problem should be regarded as primarily a health issue rather than an immediate cause for discipline and this should be reflected in the workplace policy. This encourages staff with problems to come forward and lessens the likelihood of collusion by colleagues not wishing to ‘get someone into trouble’. The Royal Mail Policy embodies these principles.

Dave Joyce concluded: "Members must not be impaired by drugs or alcohol when at work and the safety of our members and others always comes first. 

The Union wants members to be safe and healthy and treated fair and we can't achieve this unless we take seriously the problems that alcohol and drugs cause, offering confidential support for employees who may have a problem with drink or drugs. We want the best help and support for alcohol and drug users with strengthened support activity on the ground, avoiding rhetorical and inflammatory language, making harm reduction the goal of the policy and practice and aiming to reduce the harm to both the individual and colleagues with decisions and actions being informed by appropriate investigation, evidence, not anecdote, opinion or prejudice.

Ultimately persistent offenders will face the agreed conduct code procedure where breaches of normal standards occur but the new Policy offers help and strongly emphasises the support that will be given to staff and if they accept help and follow it through, in doing so it will help avoid putting their job at risk. Correctly applied we believe the Royal Mail Group Policy encompasses the correct values."

The Policy is subject to a 12 months review.

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