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Grayline Coaches is committed to protecting the health, safety and welfare of its employees, passengers, customers and members of the public.
As a professional passenger transport operator, we recognise that the use of alcohol, illegal drugs or certain prescribed or over-the-counter medication can seriously affect a person's ability to carry out their duties safely.
The consumption of alcohol or the misuse of drugs can impair judgement, concentration, reaction times, coordination and decision-making. For drivers and other safety-critical employees, this could have serious consequences.
Grayline Coaches therefore operates a zero-tolerance approach to being unfit for work through alcohol or drug misuse.
This policy applies to all Grayline Coaches employees, including:
PCV/PSV drivers
Workshop and maintenance staff
Traffic and operational staff
Office and administrative staff
Managers and supervisors
Temporary, agency and contracted staff where applicable
The requirements of this policy are particularly important for anyone undertaking safety-critical duties.
Employees must not:
Report for work under the influence of alcohol.
Consume alcohol during working time or whilst undertaking company duties.
Consume alcohol during a break where they are required to return to safety-critical duties.
Drive a Grayline Coaches vehicle after consuming alcohol.
Remain on company premises or at a customer location while unfit through alcohol.
Attempt to conceal or ignore another employee's alcohol-related impairment where safety may be affected.
Drivers must ensure that they are completely fit and legally able to drive before commencing duty.
Employees should also be aware that alcohol consumed outside working hours may still affect their ability to undertake their next shift.
The possession, use, supply or distribution of illegal drugs on company premises or while undertaking company duties is prohibited.
Employees must not:
Report for work under the influence of illegal drugs.
Drive or operate vehicles or machinery while affected by drugs.
Possess, supply or distribute illegal drugs on company premises or in company vehicles.
Misuse prescription or over-the-counter medication.
Undertake safety-critical duties when medication may affect their ability to work safely.
The company may take disciplinary action where there is evidence of drug misuse affecting an employee's fitness for work.
Grayline Coaches recognises that employees may need medication prescribed by a doctor or purchased over the counter.
Employees are responsible for checking whether medication may affect their ability to drive or undertake their duties.
Where an employee believes medication may affect their ability to work safely, they must inform their manager before undertaking safety-critical duties.
Employees should seek advice from their doctor, pharmacist or other appropriate healthcare professional where necessary.
The company will treat information concerning medication sensitively and confidentially.
Because Grayline Coaches operates passenger-carrying vehicles, drivers have a particular responsibility to ensure they are fit for duty.
A driver must not commence or continue driving if they believe that alcohol, drugs or medication has affected their ability to drive safely.
Drivers must comply with all relevant legal requirements relating to alcohol and drugs and must report any concern that may affect their ability to safely carry passengers.
Where a driver is suspected of being unfit through alcohol or drugs, the company may remove the driver from driving duties while the matter is investigated.
Where appropriate and lawful, Grayline Coaches may require employees to participate in alcohol or drug testing.
Testing may be considered:
Following an accident or serious incident.
Where there is reasonable suspicion that an employee is under the influence of alcohol or drugs.
Where an employee's behaviour, appearance or performance gives reasonable grounds for concern.
As part of an agreed company testing programme.
Following a previous alcohol or drug-related incident where monitoring is considered appropriate.
Testing will be carried out in accordance with applicable legislation, company procedures and appropriate testing standards.
Employees may be required to cooperate with reasonable testing arrangements.
Managers and supervisors should remain alert to possible signs that an employee may be unfit for work.
These may include:
Slurred or unusual speech.
Unsteady movement or poor coordination.
Unusual or aggressive behaviour.
Confusion or poor concentration.
Excessive tiredness or unusual levels of alertness.
The smell of alcohol.
Significant changes in behaviour or performance.
Poor driving or unsafe working practices.
No single sign will automatically prove alcohol or drug misuse. Concerns should be handled fairly, confidentially and in accordance with company procedures.
Employees have a responsibility to raise concerns where they believe another employee may be unfit for work through alcohol or drugs.
Reports should be made to a manager or supervisor as soon as possible.
Employees will not be expected to confront another employee themselves where doing so could create a safety risk.
Where an accident, incident or near miss occurs and alcohol or drug use is suspected as a possible contributing factor, Grayline Coaches may investigate the matter and consider whether testing is appropriate.
Employees must provide full and accurate information during any investigation.
Any deliberate attempt to conceal alcohol or drug use, interfere with testing or provide misleading information may be treated as a serious disciplinary matter.
Grayline Coaches recognises that drug and alcohol dependency can be a complex issue.
Where an employee voluntarily identifies a dependency problem before an incident occurs, the company will, where reasonably practicable, consider appropriate support and advice.
However, seeking help does not remove the employee's responsibility to ensure that they are fit and safe to undertake their duties.
Where a safety-critical employee is not fit to work, the company may temporarily remove them from safety-critical duties while appropriate support or assessment is arranged.
A breach of this policy may result in disciplinary action, up to and including dismissal, depending upon the circumstances and seriousness of the matter.
Examples of serious breaches may include:
Driving a company vehicle while impaired by alcohol or drugs.
Refusing a reasonable and lawful alcohol or drug test.
Possessing, supplying or distributing illegal drugs at work.
Reporting for duty under the influence of alcohol or drugs.
Deliberately concealing drug or alcohol misuse where safety is affected.
Attempting to interfere with or falsify a test.
Endangering passengers, colleagues or members of the public through alcohol or drug misuse.
Any disciplinary action will be dealt with in accordance with the company's disciplinary procedures and applicable employment law.
Information concerning an employee's alcohol or drug-related circumstances will be handled sensitively and confidentially and shared only with those who have a legitimate need to know, subject to legal and safety requirements.
Employees are responsible for:
Reporting for work fit and able to perform their duties safely.
Not driving or working while impaired by alcohol, drugs or medication.
Following this policy and company procedures.
Reporting concerns that may affect workplace or passenger safety.
Managers are responsible for:
Taking concerns seriously.
Protecting the safety of employees and passengers.
Removing employees from safety-critical duties where appropriate.
Following the company's investigation and disciplinary procedures.
Maintaining confidentiality wherever reasonably possible.
This policy will be reviewed regularly to ensure that it remains appropriate for Grayline Coaches and complies with relevant legislation, guidance and industry requirements.
Grayline Coaches
Drink and Drug Policy
Policy Owner: Management
Review Date: 01/01/2026
Next Review: 01/01/2027
Grayline
Blackthorn Hill
Blackthorn
Bicester
Oxon
OX25 1TL
