People & Organisational Development

The consumption of alcohol during work-related social events, e.g. retirement presentations, etc., is permitted, on the basis that there should always be an equal availability of non-alcoholic drinks, and where possible these events should be held toward the end of the 'normal' working day. Members of staff who are required to attend work following such events must ensure that they return to work free from the effects of alcohol. Staff should be aware that they are representing the University and behave in a responsible manner.

(i) Absenteeism: instances of unauthorised leave, frequent Friday and/or Monday absences, leaving work early, lateness (especially returning from lunch), excessive sickness absence, unusually high level of short-term and intermittent absences with, or without, explanation; (ii) High accident level: at work, elsewhere, driving or at home; (iii) Work performance: difficulty in concentration, work requires increased effort, individual tasks take more time, problems with remembering instructions or own mistakes; (iv) Mood swings: irritability, depression, and general confusion;

(v) Appearance: deterioration in physical appearance and/or wellbeing.

If a member of staff is known to be, or strongly suspected of being intoxicated by alcohol during working hours, the Line Manager should consult with the territorial People & OD Manager, where possible.

Arrangements will be made for the member of staff to be immediately escorted from the University's premises, and if deemed necessary arrangements will be made for the member of staff to be taken home.

It is important that managers take steps to support and manage colleagues therefore the reasons for any referral should be discussed and explained and consent should be discussed as part of this process. Refusal without good reason can make it difficult for a manager to provide support in the circumstances and it may be appropriate to seek further support from People & Organisational Development.

Where a member of staff recognises that they may have a dependency problem, provision can be made for a confidential referral from their line manager to Occupational Health for advice and support.