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Alcohol and Drugs policy
The University is concerned to provide a safe and healthy working environment. It recognises that this can be put at risk by those who misuse alcohol or drugs to such an extent that it may affect their health, performance, conduct and relationships at work. The policy, which applies to all employees, aims to:
- promote the health and well-being of employees and to minimise problems at work arising from the effects of alcohol or drugs;
- identify employees with problems relating to the effects of alcohol or drugs at an early stage;
- offer employees known to have alcohol or drugs-related problems affecting their work referral to an appropriate source for diagnosis and treatment if necessary.
The policy does not apply to an employee who commits a clear breach of the University rules due to over-indulgence of alcohol or drugs on one or more occasions. In these cases, action will be taken under the disciplinary procedure as appropriate.
The person responsible for implementing this policy is the Vice-Chancellor.
Arrangements for Securing the Health and Safety of Workers
The University will:
- advise all existing employees and all persons starting work of the risks to health arising from the effects of alcohol or drugs (including some legitimately prescribed medications);
- encourage employees, who may have alcohol or drugs-related problems which affect their work, to take advantage of this University referral procedure for diagnosis and treatment;
- enable supervisors and managers to identify job performance problems that may be attributable to the effects of alcohol or drugs and to consult with the Director of HR to determine whether there is sufficient concern to warrant a medical evaluation;
- in cases where the effects on work of misuse of alcohol or drugs is confirmed or admitted, agree upon a programme of treatment in consultation with the University's medical advisor and the employee;
- request the University medical advisor to co-ordinate, monitor and if necessary participate in the treatment, which may involve recourse to, or liaison with, the general practitioner (GP), counsellor, hospital outpatient department or in-patient care.
Where an employee who is found to have misused alcohol or drugs, or admits the same, but refuses to accept help then disciplinary action may be taken against him/her.
Information and Training
The University will provide sufficient information, instruction and training as is necessary to ensure that all employees have the knowledge required:
- to understand the dangers associated with the affects of alcohol or drugs at work and the University policy regarding this;
- to understand the University procedures that will be adopted where there is found to be a deterioration in the work performance from these affects;
- to understand the legal consequence of their action.
Safe Systems of Work
The affects of alcohol or drugs at work can create serious health and safety risks. Therefore, the following rules should be adhered to by all staff:
- Do not come to work or stay at work under the influence of alcohol or drugs.
- Check with your doctor or pharmacist about the side-effects of prescribed medications.
- Never drive or operate machinery if you are affected by alcohol or drugs.
- Refer colleagues who you suspect of suffering from alcohol or drug abuse to their Line Managers or Director of HR; do not 'protect' them by keeping silent.
- Ask for assistance if you feel that matters are beyond your own control.
Summary Policy Statement
The abuse of alcohol is not appropriate in the workplace and drug abuse can be a criminal offence as well as a serious risk to health and safety.
The three most important steps are to:
- look after your own health and safety by developing a responsible attitude towards alcohol or drugs;
- be aware of colleagues or others who may put safety at risk by their actions;
- recognise when and how to ask for help.