Hello,
I was wondering if you guys can help me with a query that came up doing the company Handbook as id my first time doing it and I have no one else here doing HR.
I was looking to include a clause about not bringing alcohol and drugs to work such as:
"Bringing alcohol or any unlawful drugs to the workplace, and / or imbibing them there is strictly prohibited both during work time or during a period prior to work where the effects carry over to the workplace. Any such instances will be dealt with under the disciplinary procedure"
But because we grown too fast from 18 to 36 employees within 5 months we still have the tradition of celebrate birthdays with cava and cake for our employees.
Any ideas how can we keep this tradition and still regulate alcohol and drugs of been prohibit at work during work time. If that makes sense...
Kind regards,
Carolina Sampaio
Replies
Hi Carolina
No problem I guess it depends on what you want to achieve and the nature of your workforce. And yes it needs to be practical e.g. when buying presents for colleagues.
I think what I would do is change the focus from not brining into the workplace to being unfit for work due to the influence of alcohol or drugs. So I would have a specific policy that deals with this and this would also cover when it is OK to drink at work for social events. Of course the policy will depend on your industry in the rail industry anything on site is a complete no no and also without some sort of testing regime to support the policy it is more of a deterrent. I would also include things like if illegal drugs are found on site that the police are called.
If you have access to HR Inform, or XpertHR they will have some template policies you can use as a starter for 10.
Or someone on the Community may have something you can use to adapt?
All the best
Sarah
Thanks Sarah! Your help was very much appreciated. :)