Crocodoodle

SMOKING, ALCOHOL AND SUBSTANCE MISUSE POLICY

Smoking

  • We comply with health and safety regulations and the Safeguarding and Welfare Requirements of the EYFS in making our setting a no-smoking environment - both indoor and outdoor.
  • All staff, parents and volunteers are made aware of our no-smoking policy.
  • We display no-smoking signs.
  • The no-smoking policy is stated in our information for parents.
  • Staff who smoke do not do so during working hours. Unless on a break and off the premises.
  • Staff who smoke during their break make every effort to reduce the effect of the odour and lingering effects of passive smoking for children and colleagues.
  • Alcohol and substance misuse

  • In the event that a parent or staff member arrives at the setting in an unfit state due to alcohol or substance misuse the setting puts into practice agreed procedures.
  • We acknowledge that alcohol and substance misuse are often addictions which are difficult to manage and so we approach any incident in a non-judgemental manor and attempt to offer advice and support.
  • If a Parent/carer is suspected of being unfit to care for a child due to alcohol or substance abuse:

  • If a parent/carer arrives to collect a child and is suspected of being in an unfit condition to care for that child we class that child as being un-collected and activate our Non-Collection of Children Policy.
  • A dated record is made of the incident.
  • Advice and support will be offered to the parent/carer.
  • If such incidents are repeated or become a concern then we activate our Safeguarding Children and Child Protection Policy with reference to the neglect section.
  • If a member of staff is suspected of being unfit to care for children due to alcohol or substance abuse:

    If a member of staff arrives at the setting in an unfit condition to care for children due to alcohol or substance abuse then they are classed as absent from work and are sent home.

  • This absence is classed as unauthorised and a dated record will be made of the incident and added to the member of staff record.
  • The member of staff will be suspended and invited to a meeting with management to discuss the issue.
  • The member of staff will receive no pay for the missed session.
  • If a member of staff arrives at the setting under the influence of alcohol or drugs this will be treated as gross misconduct.
  • POLICY REVIEWED JULY 2017 - NEXT REVIEW DUE JULY 2018