SOP 17.20 – Substance Abuse Policy

# SOP 17.20 – Substance Abuse Policy

**Little Coffee Bean Co**
**Section 17: Company Policy**
**Effective Date:** 29 October 2025
**Review Date:** 29 October 2026
**Owner:** Dan Kane, CEO

—

## 1. Purpose

This policy sets out the company’s approach to alcohol and drug use in the workplace, to ensure a safe, healthy, and productive working environment for all employees and customers.

—

## 2. Scope

This policy applies to all employees, workers, contractors, franchisees, and agency staff at Little Coffee Bean Co, across all locations (mobile Tuk Tuks and fixed shops) and during all working hours, including breaks.

—

## 3. Policy Statement

Little Coffee Bean Co is committed to providing a safe and healthy workplace. The use of alcohol, illegal drugs, or misuse of prescription medication can impair performance, compromise safety, and damage the company’s reputation.

**Employees must not attend work under the influence of alcohol or drugs, or use these substances during working hours.**

—

## 4. Procedures

### 4.1 Prohibited Conduct

**Step 1:** Employees must not:
– Attend work under the influence of alcohol or illegal drugs
– Consume alcohol or illegal drugs during working hours (including breaks)
– Possess, distribute, or sell illegal drugs on company premises or while representing the company
– Misuse prescription or over-the-counter medication in a way that impairs performance or safety

**Step 2:** “Under the influence” means:
– Impaired ability to perform duties safely and effectively
– Displaying signs such as slurred speech, unsteady movement, unusual behaviour, or smell of alcohol/drugs

**Step 3:** Employees who breach this policy will face disciplinary action, up to and including dismissal for gross misconduct.

—

### 4.2 Prescription and Over-the-Counter Medication

**Step 1:** Employees taking prescription or over-the-counter medication that may affect their ability to work safely (e.g., drowsiness, impaired coordination) must:
– Inform their manager before starting work
– Provide medical documentation if requested
– Follow any adjusted duties or restrictions as advised

**Step 2:** The company will make reasonable adjustments where possible, in line with health and safety requirements.

**Step 3:** Employees must not misuse medication or take medication not prescribed to them.

—

### 4.3 Alcohol at Work Events

**Step 1:** Alcohol may be permitted at company-organised social events (e.g., staff parties, celebrations) with prior approval from the CEO.

**Step 2:** Employees must:
– Drink responsibly and in moderation
– Not become intoxicated or behave inappropriately
– Comply with all company policies (e.g., anti-harassment, conduct)

**Step 3:** Employees who become intoxicated or behave inappropriately at work events may face disciplinary action.

**Step 4:** Employees must not return to work or operate company vehicles or equipment after consuming alcohol.

—

### 4.4 Identifying Substance Abuse

**Step 1:** Managers and colleagues should be alert to signs of substance abuse, including:
– Frequent absences or lateness
– Declining performance or productivity
– Unusual behaviour, mood swings, or aggression
– Physical signs (e.g., bloodshot eyes, tremors, smell of alcohol)

**Step 2:** If a manager suspects an employee is under the influence, they should:
– Speak to the employee privately and discreetly
– Assess whether the employee is fit to work
– Send the employee home if necessary (with safe transport arranged)
– Document the incident and report to the CEO

**Step 3:** The company will investigate all incidents confidentially and in line with this policy.

—

### 4.5 Testing for Alcohol and Drugs

**Step 1:** The company reserves the right to conduct alcohol and drug testing:
– Where there is reasonable suspicion of substance abuse
– Following a workplace accident or safety incident
– As part of a return-to-work agreement following substance abuse issues
– In safety-critical roles (e.g., driving, operating equipment)

**Step 2:** Testing will be conducted by a qualified professional and in line with legal requirements.

**Step 3:** Employees who refuse to undergo testing may face disciplinary action, up to and including dismissal.

**Step 4:** Positive test results will be investigated and may result in:
– Referral to support services
– Disciplinary action (see SOP 17.3: Disciplinary Procedure)
– Dismissal for gross misconduct

—

### 4.6 Support for Employees

**Step 1:** Little Coffee Bean Co recognises that substance abuse may be a health issue and is committed to supporting employees who seek help.

**Step 2:** Employees who voluntarily disclose substance abuse issues will be:
– Treated confidentially and with respect
– Referred to appropriate support services (e.g., GP, counselling, addiction services)
– Supported to return to work, subject to medical clearance and compliance with this policy

**Step 3:** Employees who seek help will not automatically face disciplinary action, provided they:
– Comply with treatment and support plans
– Do not breach this policy (e.g., attending work under the influence)
– Maintain acceptable performance and conduct

**Step 4:** Repeated breaches or refusal to engage with support may result in disciplinary action.

—

### 4.7 Disciplinary Action

**Step 1:** Breaches of this policy will be treated seriously and may result in:
– Informal warning
– Formal disciplinary action (see SOP 17.3: Disciplinary Procedure)
– Dismissal for gross misconduct (e.g., attending work under the influence, possession/distribution of illegal drugs)

**Step 2:** The company will consider:
– The severity of the breach
– The employee’s role and responsibilities
– Whether the employee has sought help or engaged with support
– Any previous incidents

**Step 3:** Gross misconduct (e.g., being under the influence at work, endangering others) may result in summary dismissal without notice.

—

## 5. Responsibilities

### 5.1 Employees
– Comply with this policy at all times
– Report concerns about substance abuse (their own or colleagues’)
– Seek help if experiencing substance abuse issues
– Cooperate with testing and investigations

### 5.2 Managers and Leads
– Monitor employee performance and behaviour
– Address suspected substance abuse promptly and sensitively
– Support employees seeking help
– Enforce this policy fairly and consistently

### 5.3 CEO and Senior Management
– Ensure this policy is communicated and enforced
– Provide access to support services
– Investigate incidents and enforce disciplinary action
– Review and update this policy annually

—

## 6. Compliance and Legal Framework

This policy complies with:
– **Health and Safety at Work Act 1974**
– **Misuse of Drugs Act 1971**
– **Transport and Works Act 1992** (for safety-critical roles)
– **Equality Act 2010** (disability and addiction as a health condition)
– **Employment Rights Act 1996**
– **ACAS guidance on drugs and alcohol at work**
– **UK GDPR and Data Protection Act 2018** (handling personal and medical information)

—

## 7. Related Documents

– SOP 17.2: Health and Safety Policy
– SOP 17.3: Disciplinary Procedure
– SOP 17.7: Absence Management Policy
– SOP 17.1: Equal Opportunities Policy
– SOP 17.6: Anti-Harassment and Bullying Policy

—

## 8. Review

This policy will be reviewed annually or following significant incidents, legal changes, or operational updates.

**Next Review Date:** 29 October 2026

—

**Document ID:** SOP-17.20-Substance-Abuse-Policy
**Version:** 2.0
**Author:** Penn, Copywriter
**Approved by:** Dan Kane, CEO