Alcohol and Drugs Policy
Alcohol and drug misuse can have an adverse effect not only on an individual, but also on colleagues, customers and the public.
Maintaining a safe working environment, providing excellent customer service, maintaining productivity levels, and avoiding days lost to illness are all critical to the success of the business.
Gelateria Danieli Ltd (the Company) requires all employees to comply with this Alcohol and Drugs Policy. This policy applies to employees working at Gelateria Danieli Ltd and at any other sites or outlets operated by the Company. Any breach of this policy will be taken seriously and may be dealt with under the disciplinary procedure.
For the purposes of this policy, the term “drugs” includes illegal substances, legal substances that produce similar effects to illegal drugs, and other substances such as solvents. Drug misuse also includes the misuse of prescribed medication.
Policy
The Company prohibits employees from consuming alcohol or taking drugs before or during working hours. Employees must not attend work, or carry out their duties, while under the influence of alcohol or drugs under any circumstances.
The use, possession, storage, transportation, promotion or sale of drugs, or drug-related paraphernalia, is prohibited in the workplace and at any other location while conducting company business.
Testing and Duty of Care
If there is a reasonable belief that an employee is under the influence of alcohol or drugs, the company reserves the right to request that the employee undergo an alcohol or drug test. Any testing process should be carried out fairly and consistently.
If an employee refuses to take a test when reasonably requested, or if a positive result is received, the company may initiate the appropriate disciplinary procedure. In such circumstances, the matter may be treated as gross misconduct.
Prescribed Medication
It is recognised that some employees may need to take medication prescribed by their GP or other medical professional. However, any such medication must not impair an employee’s ability to carry out their duties safely and effectively.
If an employee is taking medication that may affect their work, they should:
- Check possible side effects with their doctor or pharmacist.
- Inform their line manager, in confidence, that they are taking medication which may affect their ability to work safely.
Where necessary, appropriate temporary adjustments or alternative arrangements may be considered.
Assistance
If an employee voluntarily seeks help for an alcohol or drug problem, every effort will be made to support them in obtaining appropriate help and treatment. A referral to a medical adviser or occupational health specialist may be considered where appropriate to ensure suitable support is put in place.
If an employee volunteers information about an alcohol or drug problem, they will be treated with dignity and sensitivity, and any discussions will be handled in the strictest confidence, so far as reasonably possible.
Formal Procedures
While a supportive approach will be taken where appropriate, the company may implement the disciplinary or capability procedure where conduct or performance falls below the required standard, including where concerns are linked to alcohol or drug misuse. This could, in serious cases, result in dismissal.
Criminal activity in the workplace involving drugs may be reported to the police and will normally be treated as a serious disciplinary matter.
This policy will be reviewed annually, or sooner where required by changes in legislation or business circumstances.
last update 15 july 2026