UNIVERSITY POLICY ON ALCOHOL

1. Introduction

In 1989 A Working party set up by the Health and Safety Committee and Student Health and Welfare Group reviewed the University’s position on alcohol consumption. It endorsed the view of the medical profession that consumption affects work performance and can affect health adversely, and that alcohol dependency is an illness amenable to treatment. The Working Party concluded that early diagnosis is crucial for the successful treatment of alcohol dependency, that staff with an alcohol dependency problem are more likely to be persuaded to obtain treatment, and indeed problems of alcohol dependency avoided, if the University has a clear policy which is well published and commands general support amongst staff.

As an employer the University considers that alcohol should never affect work performance. It is also concerned that it should be seen to be setting a good example. To this end a number of guidelines are set down.

The University also wants to speed up the process by which those with problems get help. The second part of the policy therefore sets out the responsibilities of those who might be concerned and suggest various ways in which help can be obtained. This policy is set in the context of problems as they are presently seen; the policy will be monitored and changes may be recommended as circumstances alter.

2. Guidelines

The best known example of alcohol impairing performance is the effect on driving. It is now accepted, however, that even moderate consumption slows down reaction and impairs judgement; regular consumption over a long period damages the liver and aggravates other [disease] conditions. The following guidelines are intended to apply equally to all staff and not only those who might create hazards or who deal with the public.

(a) Staff should not consume alcohol at work and when working should never be affected by the consumption of alcohol.

(b) Whenever the University provides or sells alcohol there should be available a range of non-alcoholic drinks. Wherever possible, opportunities should be taken to promote the benefits of substituting non-alcoholic for alcoholic beverages.

(c) When, for social reasons, free alcoholic drinks are made available e.g. retirements, they should be served in moderation and consideration should be made in the arrangements for those who have to return to work or to drive home.

3. How To Help

Alcohol dependency is recognised as an illness that can be successfully treated particularly if it is diagnosed at an early stage. Statistics suggest that one per cent of all employees are likely to be dependent on alcohol and that sufferers are more likely to be amongst white collar occupations than has been previously acknowledged. The experience of those in the University who deal with such problems suggests that we are not untypical.

When cases have come to light it has been clear that those close to the sufferer have known about the situation and that diagnosis and treatment could have been given earlier. For the guidance of all who might be concerned, the following items set out what ought to be done where it is clear that a member of staff is behaving unusually and a problem is strongly suspected.

(a) The Occupational Health Physician will provide advice and information in the strictest confidence to any University employee who has a problem. The Occupational Health Physician will provide names of outside agencies and others who can provide expert professional assistance. Staff should note that their own GP can also provide such assistance, if preferred.

(b) Any member who believes a colleague to have a drinking problem should encourage him/her to seek help from the Occupational Health Physician or his/her GP.

(c) If the problems persist, and start to affect work or working relationships or present a safety hazard, then the Head of Department should be advised of these problems. It is recognised that staff members may be reluctant to do this, but it does not help a colleague with a drinking problem to allow this to be left unattended and to worsen, so becoming more difficult to deal with.

(d) Where a Head of Department is aware of a member of his/her staff who has a drinking problem, then the Head of Department should discuss the problem in confidence with the member of staff, and urge him/her to seek medical help, making it clear to the member of staff that the University has not been approached formally at this stage.

(e) The University accepts that absence for medical help or treatment will be treated as sick leave with all the corresponding benefits and entitlements. The Human Resources Department can advise on such matters.

(f) Where the behaviour has become unacceptable, then the Head of Department should advise the member of staff that the Human Resources Department may have to be informed, and should again urge the individual to seek medical help from the Occupational Physician or his/her GP. If the Head of Department does decide to inform HR, then he/she should inform the member of staff of this.

(g) HR will make every effort to resolve the problem without disciplinary procedures.

(h) In the event of misconduct or unacceptable behaviour, the University has the right to initiate the appropriate disciplinary procedures. However,

(i) a drinking problem and refusal to undergo treatment are not themselves matters for disciplinary action or any other penalties, except in so far as they give rise to adverse performance or behaviour at work;

(ii) where discussions have been held in accordance with paras.5, 6 and 7, and in these discussions the possibility of disciplinary action has been put to the individual, then these shall not constitute formal warnings for the purpose of disciplinary procedures.

The policy applies to all staff regardless of status or occupation. Where senior staff are involved either a Dean, the Director of HR or a Pro Vice-Chancellor can be approached to make arrangements as appropriate under e.g. (c) or (d) above.

Overall responsibility for monitoring the development of the policy will be with the Committee on Safety in consultation with the Welfare Network Liaison Group, and consideration will be given to the need for a broadly based advisory group to support the operation of the policy in the longer term.

Maintained by the Human Resources Department

V2/Oct 2008