Bracknell Forest Council has approved changes to its policy relating to its staff who may misuse drugs, alcohol and other substances.

The department in charge of human resources (HR) at the council is currently undertaking a review of its HR policies to ensure they are up to date and follow best practice.

One of the HR policies which has been revised is the policy on substance misuse, which covers drugs and alcohol.

Indications of misuse are summed up as absenteeism, appearance such as bleary eyes and jittering, a slip in work performance and a change in conduct or behaviour.

While the policy states that drugs, alcohol or substance dependency is not in itself misconduct, continued unacceptable attendance or behaviour will lead to a disciplinary or capability process that could ultimately lead to dismissal.

However, employees will be supported to access appropriate treatment, and reasonable working adjustments to facilitate this treatment will be considered by managers.

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The review was discussed at the council’s employment committee on Wednesday, February 8, with the changes being presented by Paul Young a human resources and organisation development officer in the council’s resources department.

Mr Young stated that changes were ‘minimal’, but provided additional guidance for managers if an employee discloses substance misuse.

The guidance is covered in Section 6.3 of the policy.

If a manager suspects substance misuse from an employee, they should raise the matter with the employee privately and d offer guidance and support through the council’s Occupational Health Services (referral is only possible by the line manager and via HR) and the Vivup Employee Assistance Programme.

The review also adds section 6.5 to Substance Misuse policy, which determines the support available for employees provided by the Staff Counselling Service, which is completely confidential.

There is currently no procedure for drug, alcohol or substance testing at the council.

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During discussion of the review, councillor Colin Dudley (Conservative, Crown Wood) asked what would be done if an employee who has substance misuse issues is also one of the council’s drivers.

Mr Young replied: “If there are situations where part of someone’s duties is to be out on the road driving then we will have requirements in there to undertake our health and safety responsibilities to make sure that they are not driving as far as their work duties are concerned.

“Similarly, if an individual appears in the workplace and there is a thought or concern that they’ve been under some sort of substance misuse or are over the alcohol limits then there are requirements for managers to take responsibility to ensure that individual doesn’t drive home either.”

He added that the situation of employees who are required to drive is laid out in the council’s health and safety and health and welfare responsibilities policy.

The review was approved unanimously by the employment committee.