Alcohol, Drugs and Smoking Policy

AdultAlcohol, SupportDrugs and& ProtectionSmoking Policy

   1. Overview

1. Overview

Tigh a'Chomainn Camphill aims to protect everyone in the community from any situation of abuse by promoting the highest possible standards of care which respect the rights, dignity and freedom of choice for all individuals. All adults have the right to live a life free from abuse and exploitation and Tigh a'Chomainn Camphill is not only committed to upholding that right but also has a ‘zero-tolerance’ towards abuse wherever it occurs.

Tigh a'Chomainn Camphill aims to ensure these measures are met by a thorough recruitment, selection and induction procedure with annual refresher training for all co-workers promoting good inter-disciplinary practice in preventing and dealing with the immediate causes and effects of abuse.

2. What you need to know

Tigh a'Chomainn Camphill’s practice is underpinned and guided by a number of values and principles. Three guiding pieces of legislation/regulation are the Human Rights Act 1998, the Adult Support and Protection (Scotland) Act 2007 and the SSSC Codes of Practice. As an organisation working with adults at risk of harm, Tigh a'Chomainn Camphill is committed to goodcreating practice,an whichenvironment meanswhere alcohol is consumed only within sensible limits and under certain circumstances within the Residential Service. Drinking alcohol during Day Service working hours or within Supported Living services is strictly prohibited. Tigh a'Chomainn Camphill operates a commitmentnon-smoking topolicy keepingin adultsall atits riskbuildings, and in all vehicles. The production, possession and consumption of harmillegal safe from harmdrugs and exploitationsubstances are a criminal offence and as well as upholdingsuch their rights.possession Thator is,use alwayswill actingnot inbe theirtolerated. best interests and with their consent. The Adult Support and Protection (Scotland) Act 2007 states the following definitions.

 

Adults

 at   Risk

2.

• are unable to safeguard their own well-being, property, rights or other interests;

• are at risk of harm; and

• because they are affected by disability, mental disorder, illness or physical or mental infirmity, are more vulnerable to being harmed than adults who are not so affected.

Harm

• conduct which causes physical harm

• conduct which causes psychological harm (e.g. by causing fear, alarm or

• distress)

• unlawful conduct which appropriates or adversely affects property, rights or interest (e.g. theft, fraud, embezzlement or extortion)

• conduct which causes self-harm

Your duty of care

• always act in the best interest of individuals and others

• not act or fail to act in a way that results in harm

• act within your competence and not take on anything you do not believe you can safely do

3. What you need to doknow 

 

Alcohol
For those

Aresidents co-workerliving must immediately report any one ofin the followingresidential circumstancescommunity towho their line manager. If necessary, call a manager out of working hours:

• An adult at risk reports that they have been or are being abused

• Tigh a'Chomainn Camphill receives information that an individual has been or is being abused

• There are signs that the individual is being abused or if there are suspicions of harm

If the adult at risk appearswish to beconsume inalcohol immediate physical danger or urgent medical attention is needed:

• Contact appropriate emergency service (call 999)

• Consent & capacity is not an issue when in critical situation

• Medical carethis must be soughtclearly &stated providedwithin iftheir neededsupport (call GP or NHS 24 under 112)

• Co-workers must be aware of the preservation of evidence

• Co-workers should not put themselves at risk

• Co-workers should always discussplan and record action taken

1. The first thing that you must do is to ensure that the person is not in further immediate danger. Take a note of the time and what you see and hear. You should write this down as soon as possible. It is important to ensure that this is factual and does not include your interpretation of events.

2. Although you may be facing a stressful situation, it is important that you act calmly. This will help to give reassurance to the person and also help to give you confidence to deal with the situation appropriately.

3. It is very important to reassure the person, particularly if he/she has disclosed the harm or abuse, or is concerned that the harm or abuse could get worse as a result of it being reported. Let the person know that you are there to provide support and what you are going to do. Remember that the person still has the right to make choices and these must be respected even if you don’t think these are in the best interests of that person. However, you are still encouraged to report your concerns.

4. Under the SSSC Codes of Practice for Social Service Workers, you have a duty to report any concerns that you have, even if the person asks you not to do this. You should explain that you will respect the person’s right to confidentiality and only pass on information to people who need to know when someone is atthoroughly risk ofassessed. harm.In NeverSupported promise to ‘keep it to yourself’ as this could be placing the person and others at greater risk. Reporting is covered in more detail in the Reporting section.

5. Do not try to investigate this yourself as you could make things worse. Investigations must always be carried out by specially trained co-workers, who have a detailed knowledge of legislation and ways to promote the safety of individuals.

6. If there is a possibility that a crime has been committed, such as assault, it is important that the evidence of this is not altered as this may affect the chances of a prosecution. Therefore, you should not do anything that will alter the evidence, such as helping the person to wash or change clothes before being told that they can do so by someone investigating the situation.

4. Further Steps

The Registered Manager must notify the Care Inspectorate within 24 hours via eForms,

The service’s Care Inspector may also be notified by e-mail or phone (0345 600 9527) Social Care direct must also be notified within 24 hours, along with the allocated social worker or duty team if relevant.

It is not Tigh a'Chomainn Camphill’s responsibility to investigate any protection issues relating to adults at risk of harm.

It is essential thatLiving, where there is evidencedeemed orto suspicionbe a risk, a risk assessment will be carried out. This should be done within the principles of physicalchoice or sexual abuse,for the matterindividual but recognising that support may be required in terms of health education and making appropriate informed choices.
Within residential houses, alcohol is immediatelypermitted referredon occasions (i.e. meals at Christmas, birthdays, outings to the policepub, toetc.) ensure that vital evidence is not destroyed.

Please refer towith the multi-agencyresponsibility Guidelinesof forits Protectingconsumption Vulnerable Adults: Ensuring rights and preventing abuse.

For all adults at risk with a named social worker, contact the relevant social workeron or duty social worker for referral to the appropriate social work manager.

The local authority holds the lead responsibility for the duty of care and it is the social work manager’s duty to make a referral to the police in situations where there may be indications or a belief that a criminal offence has taken place. This must be clarified in each individual situationoff Tigh a'Chomainn Camphill employeespremises being that of the designated manager organising the event. The consumption of alcohol by co-workers at an organised event/outing should neverbe assumeappropriate to the occasion and must not compromise the minimum level of staff required to provide care to residents. 
Unless as part of a previously authorised celebration co-workers must not consume alcohol whilst on duty, or attempt to work when under the influence of alcohol or its after effects.
The unauthorised consumption of alcohol whilst on duty or working under its influence or after effects will result in disciplinary action being taken. It is the duty of all co-workers to immediately report to a relevant manager any suspicions that thisa colleague may be working whilst under the influence of alcohol or its after effects.
For co-workers living in the community: Off duty consumption of alcohol must be kept within sensible limits due to fire procedures and possible care implications.
Whether on duty or off duty, it is not acceptable for any co-worker to drink-drive. 

Drugs
Co-workers found in possession of/or taking illegal drugs while at Tigh a'Chomainn Camphill will face disciplinary action, could be donedismissed automaticallyand may be liable to criminal prosecution by the socialpolice. workResidents team.knowingly found in possession of or taking illegal drugs may be liable to termination of placement. It is the duty of all co-workers to immediately report any suspicions of drug use to either their manager who will then immediately initiate the appropriate action. 

Smoking
Co-workers may smoke outside the buildings. However, they are asked to refrain from smoking in front of residents and also to dispose of cigarette butts safely and responsibly. Smokers working in the day services and supported living are asked to keep smoking breaks to a minimum in order to maintain a fair situation, whereby non-smokers are not penalised through having less breaks. It is recommended that not more than 3-4 cigarette breaks are taken, and that consideration of staff-ratios and group dynamics is taken into account. Smokers must be respectful of smoking near residents’ homes in supported living and smoke out of the property boundary. 

    3. References

5. References

The Adults with Incapacity (Scotland) Act 2000; The Criminal Law (Consolidation) (Scotland) Act 1995; The Data Protection Act 1998; The General Data Protection Regulation (GDPR)GDPR) (EU) 2016; Disability Discrimination Act 1995; Equality Act 2010; The Human Rights Act 1998; The Mental Health (Care and Treatment) (Scotland) Act 2007; The Protection from Abuse (Scotland) Act 2001; The Public Interest Disclosure Act 2013; The Regulation of Care (Scotland) Act 2001: Regulation of Care Act 2001 (The Scottish Commission for the Regulation of Care),; ProtectingFreedom Vulnerableof AdultsInformation Act 2004;2000; Adult Support and Protection (Scotland) Act 2007, ProtectionCodes of Vulnerable Groups (Scotland) Act 2007; Carers Recognition and Services Act 1995; Protection of Children & Young People (Scotland) Act 2014; Scottish Government Safer Recruitment guidelines ( 2016)Practice