Drugs, Alcohol and Smoking staff policy

Drugs, Alcohol and Smoking Policy

Rainbow’s priority is to safeguard the wellbeing and health and safety of children at all times. Staff must be fit and able to care for children without being under the influence of drugs or alcohol.

Use of recreational drugs

The nursery strongly discourages the use of drugs for all staff at anytime. Including at the evening and weekends when they are not on duty, as the use of drugs can have long-lasting and negative affects, including ongoing impairment of judgement, impact on mood and disposition, increased anxiety or depression. Use of drug taking over an extended period may also lead to psychosis and other mental health conditions.

People looking after children need to be healthy in mind and body, and be alert and focused on the care of children. Drug-taking, even in non-work hours can still negatively impact staff members’ ability to provide appropriate and consistent care for children.

The nursery management team, reserve the right to question, discuss and evaluate staff member on the impact of taking recreational drugs outside of work, on their ability to fully and conscientiously fulfil their role as an early years practitioner. Staff are required to provide truthful and honest answers in any such discussions. Failure to do so could result in immediate termination of employment.

If the management team believe the use of drugs outside of work has the potential to either temporality impact, or have longer-term impact on a staff members’ ability to perform their tasks at work the following action may be taken:

Staff member is required to go home and not work (unpaid) for a period of time, for example the rest of the day, two-days or the rest of the week, until any possible side affects of drugs no longer have the potential to impact work
Staff member is suspended, unpaid pending further investigation
Staff member is subject to formal disciplinary procedures, with a possible result in termination of employment.

Use of drugs or alcohol during or before the working day

The use of drugs and consumption of alcohol is strictly forbidden before or during the working day. This includes all types and classification of drugs, including marijuana of any description, whether prescribed or not-prescribed.

The definition of before work; includes the 8 hours directly before shift start times. Work is defined as work within the normal gan opening times, training, staff meetings, Friday shifts, and parent consultation meetings.

This policy applies to all staff in the gan, including housekeeping, administrative, management and those directly responsible for the care of children.

On occasion, such as a celebratory occurrence (eg – staff meeting, new year ‘drinks’ etc), alcohol such as beer and wine may be available at a staff only event. Staff have a responsibility to drink responsibly in such events and not to become intoxicated. As a guide; staff should consume no more than two beers, or two glasses of wine on such occasions. Management will have always expressed their permission for staff to consume alcohol on such occasions, and children will never be present, and staff will not be returning to any duties with children after consuming alcohol for a minimum of 8 hours.

Any staff found to have consumed alcohol or drugs within 8-hours of their shift start, or during the working days, such as on breaks:

will be immediately sent home, unpaid
will face formal disciplinary procedures, resulting either in termination of employment or a written warning depending on the specific situation.

Any staff suspected to have consumed alcohol or drugs within 8-hours of their shift start, or during the working days, such as on breaks:

will be interviewed by the manager, team leader or person in charge; staff are required to give honest responses, and failure to do so could result in dismissal
where suspicions are confirmed the above procedure will be followed
where suspicions are not confirmed; the person in charge will make a judgement call as to the best next steps that will prioritise the safeguarding and protection of children, based on the principle that no one under the influence of drugs or alcohol should ever be responsible for the care of children

Where staff are found to be in possession of illegal substances, the police may be informed.

Bringing illegal substances into the gan

It is completely forbidden to bring drugs or any illegal substances at all into the gan. Even if they are for use ‘after’ work. This includes bringing marijuana in your bag, or any other illegal substances. Any staff suspected of bringing illegal substances into the gan, will be asked for permission for their bags and belongings to be searched. If refused then the police will be called and reports of why suspected illegal substance are thought to be on gan premises. Staff will be required to remain at work until the police arrive to carry out a search.

Possible reasons for a suspected search, include management receiving a report or accusation from other team member, a complaint from a parent or colleague, visual evidence of a drug deal or purchase near or on the way to the gan and any other reasonable indication that a staff member may have illegal substances on their person.

Any staff found to be in possession of illegal substances whilst at work will be suspended pending disciplinary action. If the police have been involved, this will result in a police record, and the staff member will no longer be eligible to work with children or work in a place where there are children.

Prescribed and non-prescribed medications

Any staff who are taking prescribed or non-prescribed medication of any nature during or within 6 hours prior to their shift at the gan, must inform the manager.

The manager or person in charge will evaluate any potential risks associated with the prescribed medication, and if the medication has the potential to impair judgement, the staff member will not be permitted to work with the children until the potential affects of any medication no longer have the potential to impair judgement.

The management reserve the right to request that staff produce a doctor’s letter in relation to any prescribed medication to confirm the medication does not have the potential to impair judgement or ability to fully perform the role.

Staff are required to use the staff medication form to log any prescribed or non prescribed medication that is taken at or before work. This excludes Advil, ibuprofen based medication and asthma medication. All other medication taken either on a one-off basis, or as an ongoing or regular medication, must be reported to the nursery using the staff medication form. Click here for a link.

The form should be completed once for long term medications such as insulins, Ritalin, mental health medication, sleeping pills etc. The form should be completed per occasion on the day it is taken for all other one-off medications such as migraine pills etc.

It is the staff members’ responsibility to disclose medication, failure to do so could put children and colleagues at risk, and could result in disciplinary action or dismissal.

Responsibility of all staff to disclose

Any staff member who has a reason to suspect, or has direct knowledge of another staff member breaking these rules and attending work within 8 hours of having consumed alcohol or drugs, or has knowledge or suspicion of a staff member engaging in this during working hours; must inform the manager or person in charge immediately. This is a serious obligation, and failure to disclosure your concerns or suspicions may place children in danger. Therefore, any staff member who fails to raise concerns related to colleagues, may be subject to disciplinary proceedings themselves.

You may use the Anonymous Disclosure Form (ADF) if you wish. You can access it here: ADF

Smoking (tobacco and E cigarettes)

Rainbow prefers to employ non-smokers because of the affects that smoking, and smoke residue may have on children’s health.

Smoking whilst at work, or anywhere on the nursery premises, including the garden is strictly prohibited. The nursery does not provide smoking breaks during the day.

For staff who do smoke, the nursery request that if possible staff refrain from smoking directly before work, or during breaks. But, we understand that this is not always possible for staff.

Staff are permitted to smoke during unpaid breaks, providing this is off-site, and not in view of the nursery. Where staff smoke during breaks, or directly before work, they should ensure that:

they are wearing a different top, or have their work top completely covered
smoke in an open (not enclosed) space, to reduce the impact of ‘smoke smell’ on them and their clothing
wash their hands and face thoroughly on re-entering the gan
ensure that neither their clothes or body smell of smoke when re-entering their childcare duties
change their clothes if required or requested to ensure that there is no smoke smell or residue around the children

All staff should be positive role models to children and families, and should avoid being seen smoking, even after work by parents or children.

There is significant research that shows even the odour or residue of smoke on clothes, hair or bodies of smokers is hazardous to children and baby’s health. This is why we prefer staff not to smoke at all. Here examples of such research, studies and further reading on the impact of ‘thirdhand’ smoke on children:

Third-hand smoke is tobacco smoke contamination that remains after the cigarette has been extinguished. A large number of people, particularly smokers, have no idea that third-hand smoke—the cocktail of toxins that linger in clothes and hair and other materials hours or even days after a cigarette is put out—is a health hazard for infants and children. The level of toxicity in cigarette smoke is astronomical when compared to other environmental toxins [such as particles found in car exhausts]. There are 250 poisonous toxins found in cigarette smoke. One such substance is lead. Very good studies show that tiny levels of exposure are associated with reduced IQ. One of the most dangerous toxins is cyanide, (also used in chemical weapons). It actually interferes with the release of oxygen to tissues.

The developing brain is uniquely susceptible to extremely low levels of toxins, and exposure to even ‘third-hand’ smoke can negatively impact their development.

Adapted from: https://www.scientificamerican.com/article/what-is-third-hand-smoke/

Smoking is one of the worst yet preventable dangers to health. According to the American Heart Association; cigarettes have more than 5,000 chemicals. Many of these are toxic. Examples include arsenic, formaldehyde, and tar. Over time, smoking increases risk of cancer, heart disease, and premature death.

Thirdhand smoke left over from someone else who smokes, for example on clothes or hair, affects everyone, of all ages, but with enhanced risk to children

Children exposed to thirdhand smoke at home are more likely to have:

Asthma
Ear infections
Pneumonia
frequent illnesses

For babies, thirdhand smoke is one of the biggest risk factors for sudden infant death syndrome (SIDS). The other large risk factor for SIDS is improper sleeping position. Aside from the risk of SIDS, thirdhand smoke exposure sets infants up for some of the same health risks as older children, including frequent illnesses and respiratory problems.

Thirdhand smoke is also proven to have significant negative effects in pregnant women. Thirdhand smoke exposure can also affect an unborn baby; whether the pregnant woman breathes in or touches surfaces, clothes or other people with chemical residue, they are at risk of taking in toxins from the smoke into their bloodstream. This can then transfer over to the fetus. A baby’s exposure to thirdhand smoke can also lead to respiratory illnesses after birth.

Adapted from: https://www.healthline.com/health/thirdhand-smoke#prevention

Rainbow Nursery

Bilingual Nursery in Tel Aviv

Drugs, Alcohol and Smoking staff policy