Smoking, drugs and alcohol policy


The objective of this policy is to make clear the required standards of behaviour (in relation to Drugs and Alcohol) of everyone working for and on behalf of Kimberley Systems Engineering Limited

The misuse of alcohol and drugs can have life altering impacts on the individual, their families and those they interact with. KSEL believe that the management of drug and alcohol risks is an important part in securing the safety of our workforce and those that may be impacted by our activities.

This document aims to ensure that all employees and associates are made aware of the potentially serious implications of taking drugs (including prescribed and “over the counter” medication), illegal substances and alcohol and to assist any employee who informs KSEL or one of its subsidiary companies that their work performance may be impaired by drugs or alcohol.

For KSEL the term drug, starts with definition of controlled [illegal] drugs, but also includes the abuse of prescription and non-prescription medicines, the misuse of other substances such as solvents; along with legal highs (Novel Psychoactive Substances) that may affect an individual’s ability to
undertake their duties.

This policy applies to everyone who works for or with KSEL, including employees, contractors and the supply chain.

Policy statements


KSEL requires all employees to take a responsible approach to alcohol and employees must therefore be aware that:

• they must not report for duty in an unfit state due to the consumption of alcohol, which will be defined as 30mg of alcohol per 100 ml of blood. (Note: the legal driving limit is 80 mg of alcohol per 100 ml of blood,);
• consumption of alcohol, even in small quantities, may adversely affect safety, performance, conduct or efficiency;
• the consumption of alcohol before work, whilst at work or during meal / rest breaks in the working day, including meal / rest breaks spent outside KSEL or it clients premises, is strictly prohibited and may result in dismissal without notice;
• the consumption of alcohol on work premises is strictly prohibited at all times;
• it is an employee’s responsibility not to come to work if they are under the influence of alcohol;
• a reading (during testing) within the range of 30mg – 49mg will be regarded as a misconduct offence and may be sufficiently serious enough to warrant a final warning under the Disciplinary at Work Policy & Procedure for a first offence;
• a further offence, where a second test reading falls between 30mg – 49mg, occurring if a final warning is still in place may result in the employee being liable to gross misconduct under the Disciplinary at Work Policy and Procedure and dismissal;
• a reading on any test over 50mg may be regarded as gross misconduct under the Disciplinary at Work Policy and Procedure and lead to dismissal.


Employees must be made aware that:

• any consumed quantity of an illicit drug can have severe and lasting effects on work performance and is therefore strictly prohibited both in and out of work hours and whilst on leave;
• to use, possess, consume, store, buy or sell (or offer to buy or sell) drugs or illegal substances or come to work under the influence of drugs or illegal substances is strictly prohibited;
• prescribed and over-the-counter drugs can have adverse effects on work performance, safety, conduct or efficiency, therefore employees must check for any possible adverse effects with a medical practitioner each and every time they are required to take a new medication. All employees are
reminded that they must notify their appropriate line manager of any prescribed or “over the counter” medication they are taking;

For the purpose of this policy an unfit state through the use of drugs is defined by testing as a positive result for any of the following:

• Amphetamines;
• Benzodiazepines;
• Cannabis;
• Cocaine;
• Khat;
• MDMA (Ecstasy);
• Methadone;
• Opiates;
• Propoxyphene;
• Metamphetamine;
• Morphine;
• Codeine;
• Dihydrocodeine;
• Barbiturates;
• Any other drug abuse

A positive result may be regarded as gross misconduct under the Disciplinary at Work Policy and Procedure and lead to dismissal.


KSEL aims to promote the health and well being of employees by identifying those whose performance may be impaired by any of the aforementioned substances and supporting them in resolving any problems. Employees must be aware that:

• you must seek help by approaching your manager with any level of drug or alcohol problem that is likely to affect work performance. Any approach will be treated sensitively and supportively and in confidence. Should you feel unable to speak to your immediate line manager, you must bring the
matter to the attention of a more senior manager or HR department without delay;
• all employees seeking help will receive professional medical support to assist with overcoming drug or alcohol related problems;
• if you seek help as specified above you will not have disciplinary action taken against you simply on the grounds that you have a drug or alcohol problem; provided you observe the requirements of this policy on the consumption of alcohol and drugs;
• employees who disclose problems when they have been found to be under the influence of drugs and alcohol after they have reported for or started duty will be dealt with in accordance with the Disciplinary at Work Policy and Procedure;
• if you have a drug or alcohol problem you will be required to observe all rules and regulations of the performance of your work. You will be subject to disciplinary action for breaches of any policies.

KSEL will endeavour but cannot guarantee to keep staff in employment with a drug or alcohol related problem.


In order to better manage the impact of alcohol and drugs in our workplace some of KSEL’s clients will test its workforce (including KSEL’s staff and contractors) for Drugs and Alcohol in the following circumstances:

• Those in posts requiring either a Personal Track Safety (PTS) competency, Track Visitors Permit or designated as a safety critical work, shall be included in a process for random unannounced drug and alcohol screening;
• For Cause - Where a manager has reasonable cause to suspect your ability to perform your role safely or effectively has been compromised by the effects of alcohol or drugs or your manager may request you undergo a test, or if you have been involved in an accident at work and there is reasonable cause to suspect that this was due to the effects of alcohol or drugs;
• Unannounced - Clients reserve the right to undertake a programme of unannounced testing to ensure compliance with their Drugs and Alcohol policy and will aim to test 5% of the workforce annually.