Smoking and Alcohol
Regulations and Standards
Amendment
This chapter was updated in September 2024.
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
We do not provide facilities for smokers either inside or outside Council premises, for example smoking shelters or areas. We do not allow customers, visitors or temporary staff to smoke in Council premises.
Smoking breaks are not allowed. Council employees who wish to smoke may only do so in their own time, subject to the agreement of the Shift Leader and the needs of service users.
The Council's Occupational Health Service provides smoking cessation advice and support in partnership with NHS ‘Freshstart’ Stop Smoking Service. We will advise all new job applicants of the Council's No Smoking Policy in their Application pack.
We 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.
We will use the disciplinary procedure against any employee who smokes while at work, any manager who knowingly permits an employee to smoke while at work and any manager who fails to put reasonable smoking control measures in place.
Non-employees who smoke on Council premises will be asked to stop smoking or leave the premises.
It is an offence for shops to sell e-cigarettes to under 18s or for an adult to buy e-cigarettes for them.
The long-term effects of vaping / E-cigarettes on health are unknown, but it should be regarded as potentially harmful to health in the same way as smoking.
Some children/young people may already vape before they are placed in the Home. Staff should support and encourage such young people to reduce or stop vaping. 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.
Staff are not permitted to purchase or give vapes to children/young people.
However, if a young person indicates that they would like to try e-cigarettes as a way of giving up smoking, they should be encouraged to contact the LAC Nurse, their GP or local stop smoking services.
For more information, please see: Electronic Cigarettes – Evidence and Advice on e-cigarettes (GOV.UK).
Alcohol is potentially dangerous since it reduces concentration and impairs responses. It can also have carry risks including dependency, and can lead to reckless behaviour if abused. Children are particularly susceptible to alcohol abuse and need to understand the risks associated with alcohol consumption and how to manage them. Alcohol consumption is expressly forbidden by certain religions and is unacceptable to many people.
Alcohol will not be brought into or consumed in any children’s home. Staff will not purchase alcohol for consumption by children. All children will receive information about the potential harmful effects of alcohol. Those who are not of an age to purchase alcohol will be discouraged from doing so. Those who are old enough and wish to do so will be encouraged to adopt a sensible approach to drinking.
Children’s needs in connection with alcohol consumption should be addressed through health promotion activities in co-operation with the home’s health advisors, and addressed in care planning and assessment and action records. The importance of staff as role models is central to their caring duties, and they must display at all times a responsible attitude towards drinking.
Parents and visitors should be asked to support the efforts of staff to encourage children to develop a sensible approach to drinking alcohol.
Staff will not consume alcohol whilst on duty, nor arrive for work under the influence of alcohol. If a worker arrives at work whose behaviour suggests that his / her ability to perform their duties has been impaired by drinking she will be sent home and the matter investigated under the disciplinary procedures.
This procedure applies equally to circumstances where staff are working with children outside their establishment.
The employee welfare service provides support to staff who have difficulty in complying with the requirements of this procedure.
Where a residential group or individual young person is celebrating an important event, e.g. an 18th birthday, and requests permission, the Service Manager may approve a variation to these requirements.
Last Updated: September 2, 2024
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