1: Introduction

1.1 Purpose of the Policy
Redcone Recruitment Limited is committed to maintaining a safe, healthy, and productive work environment across all sites and for all employees, contractors, and stakeholders. The purpose of this policy is to establish the company’s stance on drug and alcohol misuse and outline the procedures for ensuring a drug- and alcohol-free workplace. The policy’s objectives are to reduce the risks associated with substance misuse in both the traffic management and recruitment/supply of labour sectors and to ensure compliance with relevant health, safety, and environmental standards, including those set by Health and Safety Executive (HSE), Highways England, and applicable ISO standards such as ISO 45001 (Occupational Health and Safety Management).

1.2 Legal Framework
This policy complies with UK legislation, including the Health and Safety at Work Act 1974, the Misuse of Drugs Act 1971, and the Road Traffic Act 1988. Redcone Recruitment Limited is committed to ensuring that this policy meets the legal obligations required for drug and alcohol testing, handling cases of substance misuse fairly, and ensuring a safe working environment for all employees. The policy aligns with ISO 45001 and best practices for workplace health and safety.

2: Scope

2.1 Applicability
This Drugs and Alcohol Policy applies to all employees, including full-time, part-time, temporary, and contracted staff, as well as any third-party workers, contractors, and visitors working under Redcone Recruitment Limited. The policy is applicable across all premises, client sites, and while employees are operating company vehicles or machinery.

2.2 Drugs and Alcohol Limits

• Alcohol Limits: The company enforces a strict alcohol limit of 13 micrograms (mcg) of alcohol per 100 millilitres of breath, significantly lower than the UK’s legal driving limit of 35mcg (22mcg in Scotland).
• Drugs Limits: Redcone Recruitment Limited enforces a zero-tolerance policy towards the use of illegal drugs and controlled substances (limit set at 0). This includes any drug that could impair the safety and performance of an employee, contractor, or third-party worker. The use of legal substances (prescription or over-the-counter) is also regulated to ensure workplace safety.

3: Policy Details

3.1 Prohibited Activities
Redcone Recruitment Limited prohibits the following activities in relation to drugs and alcohol:

• Being under the influence of alcohol, illegal drugs, or controlled substances while performing work duties.
• Consuming, possessing, distributing, or selling illegal drugs or alcohol on company premises, client sites, or while using company vehicles.
• Misusing prescription medication or taking another person’s prescribed drugs.

3.2 Testing Circumstances
To ensure compliance with this policy, Redcone Recruitment Limited reserves the right to conduct drug and alcohol testing under the following conditions:

• Random Testing: Unannounced tests conducted at random intervals for employees in safety-sensitive roles (e.g., traffic management) to ensure a drug- and alcohol-free workplace.
• For Cause Testing: Testing conducted when there is reasonable suspicion of substance misuse, based on observable behaviour, performance decline, or reliable reports.
• Post-Accident or Incident Testing: Testing initiated following any workplace accident or incident to determine whether drugs or alcohol were contributory factors.
• Induction Testing: New employees may undergo drug and alcohol testing as part of their induction process to ensure compliance from the start of their employment.
• Follow-Up Testing: Testing may be conducted on employees receiving support for substance misuse or after previous policy violations to ensure adherence to treatment or rehabilitation plans.

3.3 Testing Procedures

• Alcohol Testing: Breathalyser tests will be used for alcohol screening. If a test indicates the presence of alcohol, a second test will be conducted after approximately 20 minutes to account for any potential recent consumption. Any positive results above the company’s limit will trigger appropriate disciplinary action.
• Drugs Testing: Urine or saliva samples will be collected for drug testing. Redcone Recruitment Limited reserves the right to modify the testing method as necessary, particularly for substances that may not be detected by traditional methods (e.g., New Psychoactive Substances (NPS)). Employees will be informed of the testing process, and their consent is required before testing occurs.
• Refusal to Test: Any refusal to participate in a test or attempts to tamper with the sample collection process will be treated as a breach of this policy and may result in disciplinary action, up to and including dismissal.

3.4 Medication Disclosure
Employees taking prescribed or over-the-counter medication that could impair their ability to work safely must disclose this information to their Supervisor, Line Manager, or HR. Redcone Recruitment Limited will treat all such disclosures confidentially, and adjustments to duties may be made where necessary to ensure the employee’s safety and that of others. Employees are advised to consult their GP or pharmacist to understand the potential side effects of any medication before continuing work.

4: Responsibilities

4.1 Employee Responsibilities
Employees are responsible for ensuring they are fit for work and unimpaired by drugs or alcohol. They are required to:

• Report any use of prescription or over-the-counter medication that could affect their ability to perform their job safely.
• Inform their Supervisor, Line Manager, or HR department of any concerns about drug or alcohol misuse, whether it concerns themselves or a colleague.
• Avoid bringing illegal substances or alcohol onto the company’s premises, vehicles, or client sites.

4.2 Employer Responsibilities
Redcone Recruitment Limited is responsible for:

• Communicating this policy to all employees, contractors, and visitors and ensuring understanding of its provisions.
• Providing regular training on the dangers and effects of drug and alcohol misuse, particularly within safety-critical environments such as traffic management.
• Supporting employees who voluntarily seek help for drug or alcohol-related issues, providing access to counselling services or referral to appropriate external support (e.g., rehabilitation programmes).
• Conducting regular and random testing to ensure adherence to the policy and acting fairly in administering disciplinary actions.

5: Consequences of Policy Violation

5.1 Disciplinary Actions
Violations of the Drugs and Alcohol Policy will result in disciplinary actions based on the severity of the breach. Possible actions include:

• First Offence: A formal written warning or suspension, along with mandatory participation in a drug and alcohol rehabilitation programme, if applicable.
• Repeated Offences or Serious Breaches: Termination of employment or contract, particularly in cases where safety has been compromised, or illegal activity is involved (e.g., drug trafficking).

5.2 Refusal to Test
Refusal to participate in mandatory drug or alcohol testing or tampering with the testing process will be treated as a serious policy violation and may lead to disciplinary actions, including termination of employment.

5.3 Legal Considerations
In the event of an employee being found in possession of illegal drugs or under the influence while operating machinery or vehicles, Redcone Recruitment Limited reserves the right to report the incident to law enforcement authorities in line with legal obligations.

6: Support for Employees

6.1 Employee Assistance
Redcone Recruitment Limited encourages employees to seek help if they are struggling with drug or alcohol dependency. The company offers access to support services, including counselling, through an Employee Assistance Programme (EAP). Employees may also be referred to specialist organisations or rehabilitation services, and reasonable adjustments will be considered for those undergoing treatment. Requests for help will be treated confidentially and sympathetically, provided they are made before a policy breach occurs.

6.2 Rehabilitation Programme
Employees who are undergoing treatment for substance abuse will be supported through follow-up testing and adjustments to their duties, where appropriate. Participation in such programmes is voluntary, but failure to comply with the company’s policy during treatment may result in disciplinary action.

7: Policy Review and Updates

7.1 Regular Review
This policy will be reviewed annually to ensure continued relevance, effectiveness, and compliance with current legal and industry standards, including HSE, Highways England, and ISO requirements. The review process will consider any changes in legislation or workplace incidents related to drug and alcohol misuse.

7.2 Policy Updates
Updates or revisions to this policy will be communicated promptly to all employees through appropriate channels. Redcone Recruitment Limited encourages feedback from employees to continuously improve the policy.

8: Conclusion

Redcone Recruitment Limited is dedicated to providing a safe, healthy, and productive workplace. The Drugs and Alcohol Policy is integral to safeguarding employee welfare and ensuring operational safety and excellence. Full compliance with this policy is mandatory, and Redcone Recruitment Limited will continue to support a workplace free from the adverse effects of substance misuse.

Appendix 1 – Medications Requiring Disclosure
Employees are required to inform the company if they are prescribed any of the following medications or others that may impair their ability to safely perform work tasks:

• Alfentanil
• Codeine Phosphate
• Diazepam
• Fentanyl
• Morphine
• Oxycodone Hydrochloride
• Tramadol Hydrochloride
• Temazepam
• Methadone
• Any other medication with side effects such as drowsiness, impaired concentration, or reduced reaction times.

Any medical information disclosed will be treated with strict confidentiality.