Under legislation we, as an employer, have a duty to ensure so far as is reasonably practicable, the health and safety and welfare at work of all our employees and similarly our employees have a responsibility to themselves and their colleagues. The use of alcohol and drugs may impair the safe and efficient running of the business and/or the health and safety of our employees.

If an employee's performance or attendance at work is affected as a result of alcohol or drugs, or we believe they have been involved in any drug related action/offence, that employee may be subject to disciplinary action and, dependent on the circumstances, this may lead to dismissal.

ALCOHOL AND DRUG TESTING

We reserve the contractual right to carry out alcohol and drug testing on our employees during their normal working hours. These tests are random and do not imply suspicion in relation to any individual.

In addition, We reserve the right to require employees, where they're are suspected to be under the influence or a user of drugs and/or alcohol to submit to an appropriately administered and supervised test.

If an employee is required to submit to a test, that employee will have the right to be accompanied by a fellow work colleague available at the time of the request.

Employees retain the right to refuse to be tested, however, should be aware that refusal may be regarded as a breach of contract which may lead to disciplinary action and result in your dismissal.

All personal data collected for this purpose will be processed in line with the current Data Protection Act.

NO SMOKING POLICY

JPL endorses the principle that it is a matter of personal choice if individuals smoke or not, but the matter of where they smoke is of public concern.

It is our policy that all of our workplace(s) are smoke-free and all employees have a right to work in a smoke-free environment. Smoking is prohibited throughout the entire workplace with no exceptions. This includes company vehicles. This policy applies to all employees, consultants, customers or members and visitors.

Exposure to second-hand smoke, also known as passive smoking, increases the risk of lung cancer, heart disease and other illnesses. Ventilation or separating smokers and non-smokers within the same airspace does not stop potentially dangerous exposure.

We only allow smoking in the designated smoking areas. Employees may only smoke during authorised breaks. Any litter should be placed in the bins provided and employees must wash their hands prior to restarting work after any break. This includes the use of e-cigarettes.

This policy will be reviewed annually or if we think it might no longer be valid, e.g. if circumstances change.