Chatterbox Media Limited (“Chatterbox” “Company”) includes any individual subsidiary companies of Chatterbox Media Limited.

This policy applies to all employees; permanent staff and freelancers, production crew, and extends to our choice of contractors, subcontractors, consultants, business partners and any other parties associated with or hired by us.

Alcohol and drug misuse can have an adverse effect not just on an individual but on colleagues, and clients and contributors. Having a safe working environment, providing excellent customer service by maintaining productivity levels and avoiding days being lost to illness are all critical to our success.

Chatterbox requires all employees to comply with the alcohol and drugs policy. Breaches of the policy will be taken very seriously and may be dealt with under the Company’s disciplinary procedure.

For the purpose of this policy, the term ‘drugs’ means illegal substances (or legal substances which induce similar effects to legal drugs) or other substances, for example, solvents. Drug misuse also refers to the misuse of prescribed medication.

Policy

The Company strongly discourages employees from drinking any alcohol or taking drugs prior to driving or reporting to work. Employees must not attend work, or perform their work duties, under the influence of alcohol or drugs under any circumstances.

Employees must not drink alcohol or take drugs during working time or be under the influence of drugs or alcohol. Working time is any time between when an employee reports for work and the time they finish work and includes lunchtimes.

The use, possession, storage, transportation, promotion and/or sale of drugs or drug equipment is forbidden during working time, whether in the workplace or at another location on business.

Prescribed medication

The policy does not stop employees from using prescribed medication, over-the-counter medication or herbal remedies. However, medication such as tranquillisers, sleeping pills, painkillers, decongestants, cough suppressants, antihistamines (for treatment of hay fever or other allergies) and antidepressants can make people feel drowsy and may affect their work performance or the safety of themselves or others. If an employee is taking any medication they should:

· check the possible side effects with their doctor or pharmacist and

· let their line manager know, in confidence, that they are taking medication and the possible side effects. Their line manager will, if necessary, make alternative arrangements for them.

Assistance

If an employee comes forward voluntarily and seeks help for an alcohol or drug problem they will be given help and support by the Company. If an employee thinks they have a problem and may be violating this policy as a result, the Company strongly encourages them to come forward and seek help. The Company will be sympathetic and ensure the employee gets the help and support they need which may include direction to external specialists. If an employee volunteers information to the Company that they have an alcohol or drug problem they will be treated with dignity at all times.

Any discussions will be in the strictest of confidence.

The Company recognises that employees may continue to struggle with alcohol or drug dependency even after they have sought and are receiving assistance. The Company will make every effort to provide ongoing support to employees.

Absence

If employees are absent from work due to their attendance for treatment in relation to alcohol or drug abuse, that absence will be treated as normal sickness absence.

Formal procedures

Whilst the Company will be sympathetic to employees who are experiencing difficulties with alcohol and drugs, it may be appropriate to implement a disciplinary or capability procedure as appropriate where conduct or performance is not satisfactory, which could result in termination of employment.

Criminal activity in the workplace involving drugs will, in every case, require the Company to alert the police.

Work events

Some employees will, in the course of their duties, attend events with clients for the purpose of building and maintaining client relationships. It may be that, during some of these events, alcohol will be readily available. Employees at these events are permitted to drink alcohol but must not allow themselves to surpass reasonable levels, become intoxicated or allow their judgement to become impaired. This includes ceasing to drink alcohol when asked to by a manager where that manager reasonably believes that the employee is at risk of causing offence or harm to others, harm to themselves, reputational damage to the Company and / or behaving in an unprofessional manner.

Obtaining further information

If you require any further information or need to clarify any details contained in this policy, please contact the Lisa Balderson, HR Consultant.