Smoking and Alcohol

Derbyshire County Council promotes and works to a No Smoking Policy, therefore staff must adhere to the policy. See also: Derbyshire County Council No Smoking Policy (September 2013).

Procedure for staff working in children's homes:

• The No Smoking policy is clear that employees are not allowed to smoke in any Council premises; no Council employee may smoke while at work. This means that smoking is banned while they are carrying out their duties and responsibilities as an employee of the Council. Smoking is prohibited in all areas including access doorways, surrounding areas or within the boundaries of any Council building, all Council owned vehicles and any other vehicles provided by the Council for use in connection with work. Furthermore, since October 2015 it has been an offence (punishable with a fine) to smoke in a vehicle carrying a child or young person under 18 years;
• We do not provide facilities for smokers either inside or outside Council premises, for example, smoking areas or shelters;
• We do not allow visitors, contractors or temporary staff to smoke in Council premises;
• All new appointees are advised of the Councils No Smoking Policy in their Application pack and registered managers will remind all new employees of the No Smoking Policy during their Induction (a copy of the policy will also be included in their Induction Pack);
• The Council's Occupational Health Service provide advice and support to those staff members who wish to stop smoking;
• All staff working in the children's homes must present as good role models at all times as this is central to their caring duties as it is important to display a responsible attitude to smoking at all times, for example, if staff do smoke before arriving on duty we would request that they attempt not to arrive at work smelling of cigarettes;
• Staff and visitors are not permitted to smoke with or in front of children. Each home should designate a discreet area, where staff may smoke if they are working a 24 hour shift.

Procedure for Non employees:

• Non employees who smoke on Council premises will be asked to stop smoking or leave the premises.

Procedure for children and young people:

• Residential workers should actively discourage children and young people to smoke;
• It is an offence for shops to sell cigarettes and tobacco products to under 18s or for an adult to purchase cigarettes or tobacco products for them;
• Some children may already smoke when they are placed in the home; they should be supported and encouraged to reduce or stop smoking. Support is available from the Looked After Children’s Nurse or the young person’s GP. This should be discussed with the child/young person’s social worker and addressed as part of the young person’s Health Plan;
• No child is to be allowed matches unless deemed to be responsible by the Manager of The Home;
• Staff are not permitted to purchase or give cigarettes, tobacco, or the materials for making or lighting cigarettes or tobacco to children.

All homes should be alcohol free zones; alcohol should not be brought or kept on the premises and children should not normally be taken into licensed premises, unless it is part of a clear plan leading toward independence or a special occasion; e.g. Christmas. In any case, children may not be allowed to purchase or consume alcohol.

Staff are not permitted to consume alcohol whilst on duty and should not arrive at work under the influence of alcohol.

See also: Derbyshire County Council Substance Misuse Policy and Guidance (September 2013).The registered manager has a responsibility to:

• Ensure the health and safety of his/her employees and self;
• Uphold the law;
• Safeguard the professional reputation of the Council;
• Maintain appropriate standards of service;
• Ensure that children and young people’s Health Plan and Individual Care Plan includes strategies to support them in reducing and ultimately stopping misuse of alcohol and other harmful substances.

All staff have a responsibility to:

• Not consume alcohol whilst on duty or arrive at work whilst under the influence of alcohol. If a member of staff arrives at work whose behaviour suggests that his/her ability to perform their duties has been impaired by the use of alcohol then they will be sent home and the matter investigated under the disciplinary procedures;
• Seek help, support and guidance from his or her line manager, the departments attendance management, Occupational Health Services and or the Departments independent support services;
• Provide and seek support and guidance for and to children and young people to help them to reduce and ultimately stop misusing alcohol and other harmful substances.

Support:

• The Occupational Health Department provides support to staff who have difficulty in complying with the requirements of this procedure;
• The Substance Misuse Policy for employees provides information on support networks;
• The Children in Care Nurses and the Drug and Alcohol Substance misuse Team along with other professionals will provide advice to residential workers for children and young people.

Procedure for children and young people:

• Children and young people are particularly susceptible to alcohol abuse and can become dependent. It is important that residential workers support and guide the child in understanding the risks associated with alcohol consumption and how to manage them;
• It is important to remember that alcohol consumption is forbidden by certain religions and is unacceptable to many people;
• Residential children’s workers are role models to the children in their care and have a duty to display a responsible attitude to drinking alcohol at all times;
• Parents and visitors should be asked to support the effects of staff to encourage children to develop a sensible approach to drinking alcohol.

N.B. In exceptional circumstances such as Christmas lunch or on a young person’s 18th birthday where a young person or the group are celebrating then the registered manager will need to provide authorisation and record clearly the reasons for such a decision.

If staff are concerned that a child/young person has been drinking alcohol, this should be raised with the home’s manager and the child’s social worker as required. Where it becomes evident, or it is suspected, that a child or young person has been drinking alcohol, the most appropriate response will vary dependent on how much the young person has had to drink or how it has effected them. These options are outlined below:

• Offering fluids - water, squash;
• Periodic monitoring and checks by staff - 10 minutes, 30 minutes, hourly, etc;
• Contacting health professionals for advice e.g. G.P.;
• Hospitalisation for day patient or overnight stay if appropriate, etc.

See: Alcohol, young people and the law (GOV.UK).Key points for good practice:

• Remember that you have a responsibility to take reasonable care for your health and safety and others who may be affected by your actions;
• Do not arrive at work or try to report for work or be at work whilst under the influence of drugs and alcohol such that it compromises your ability to undertake your duties in a safe and competent manner;
• Inform your line manager that you have a problem with either alcohol or drugs as help and support can be provided for you;
• Do not bring illegal drugs into or on the premises of the workplace;
• When taking medication, if there are side effects which may affect your fitness for work you must inform your line manager as soon as is possible;
• If you suspect a colleague has an alcohol or drug misuse problem then report this to your line manager immediately;
• Ensure that for children and young people health promotion is part of the health plan and incorporated in their care plan with strategies in place to help and support them to stop smoking, misusing drugs, alcohol and other harmful substances.