Alcohol and drugs policy.

Amey Infrastructure Services

Alcohol and Drugs Policy Statement

Ref:: 01-AIS-004

Amey Infrastructure Services (AIS) has a duty to ensure that all employees are fit and capable of carrying out their work. It is recognised that individuals who attend work whilst under the
influence of alcohol or drugs may have impaired judgement, along with reduced safety awareness and, therefore, pose an increased risk of harming themselves and others. This policy
is designed to help protect workers from the dangers of drug and other substances misuse and to
encourage those with a drug or alcohol problem to seek help.

It is AIS policy that no employee will work within any of its offices, depots or other workplaces
whilst under the influence of alcohol or drugs. It is also AIS policy that no contractors will be
allowed on any of its offices, depots or other workplaces whilst under the influence of alcohol or
drugs. All employees should present themselves fit for work. An employee whose fitness for work is believed to be compromised by the use of alcohol or drugs will be required to undergo an alcohol or drugs test.

To support the policy AIS will:

• forbid the consumption, possession or sale of controlled drugs or alcohol in any office, depot or
workplace. Possession and/or sale of controlled drugs may be a criminal offence and will be
reported to the appropriate authority.

• provide training and documented advice and information to employees to minimise the problems arising from alcohol and drugs abuse and to draw attention to the harmful effects of such abuse on health and well being.

• require any employee taking prescription or over the counter medication that may impair
performance or judgement to inform their line Manager and provide details of type and dosage.
• ensure that any employee, who refuses, evades, or attempts to interfere with, an alcohol and/or drugs test will be dealt with under disciplinary procedures.

• assist any employee who brings to our attention, prior to an accident or selection for a test, their dependency on alcohol or drugs and who are prepared to seek treatment and rehabilitation.

• reserve the right to re-deploy into a suitable or alternative post, or, if no such post is available,
to suspend on the basis of ill health, any employee undergoing rehabilitation treatment whose
normal duties are safety related or commercially sensitive.

• undertake ‘for cause’ testing of employees and searching of their belongings in any of the
following circumstances:

• Following an accident or incident, irrespective of who caused the accident or incident
• Where any employee’s behaviour gives grounds to suspect that they may be unfit for work
through alcohol or drugs

• As part of an ongoing treatment monitoring programme

• maintain a programme of random testing for alcohol and drugs. Random testing will be
applicable if:

• it is a client requirement

• the employee is involved in operational work or the design, specification, arranging, organising,
rostering or supervising of operational work.

• the duties of the employee are in any way operationally safety related, including those acting in
an advisory role.

• the employee has been notified that random testing applies to them.

• impose a blood alcohol limit of 29 mg of alcohol in 100 ml of blood (or the equivalent urine or
breath alcohol limits), and a controlled drugs limit of zero.

Any breach of this policy will be considered as gross misconduct and may lead to dismissal. The
application of disciplinary actions will be consistent and in accordance with Company Policy and
procedures and will reflect the circumstances of the breach. Employees are responsible for their own compliance with the policy and are expected to seek help if they have a dependence on drugs or alcohol. In addition, each employee has a responsibility towards their fellow employees and is required to advise their line manager if they have any reason to suspect a colleague of attending work whilst under the influence of alcohol or drugs.

Line Managers are responsible for ensuring that they are aware of the requirements of this policy and to monitor employees for whom they are responsible to ensure compliance. Managers must understand how to access support for employees seeking help in relation to drugs and alcohol abuse and must be aware of the disciplinary policy and how to apply it in the event of breaches of this policy.

Signed: Date: 1st May 2007
Chris Webster
Managing Director
Amey Infrastructure Services