1 Aim of the policy. 2 Policy on problem drinking. HR Department ^i`leli=mlif`v=

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1 ^i`leli=mlif`v= 1 Aim of the policy The aim of this policy is to motivate employees with a drinking problem to seek and accept the appropriate treatment in the knowledge that both management and colleagues understand their difficulties. The University is not against social drinking, but being interested in the welfare of its staff, is concerned that the use of alcohol should not impair health and social life to the extent which could have an effect on attendance and work performance. 2 Policy on problem drinking The University recognizes that problem drinking is an illness and, as a result, the sufferer requires special assistance and treatment to assist recovery. Because of the huge variety of alcohol-related symptoms, diagnosis of a problem drinker is often difficult. It may be associated with poor work performance, a poor attendance record, unreliability, poor safety record, or any combination of these features. Employees who recognize that they may have a drinking problem should be encouraged to seek help and treatment voluntarily. This assistance and treatment may include help from their Trade Union representative, Supervisor/Manager, Human Resources Officer, Robens Centre for Occupational Health & Safety or any outside agency. Ideally the course of treatment should be initiated by a Medical Officer nominated by the University even if the member of staff is subsequently referred to his/her own GP. If however, the member of staff initiates treatment via his/her own GP and the illness and/or treatment are affecting his/her work in any way, the Medical Officer nominated by the University must be kept informed of events at all times. No disciplinary action will be taken unless matters of indiscipline are involved. In such cases the employee s drinking problem would be 1 06/09/2007

2 taken into account although not necessarily as a mitigating factor and he/she would be encouraged to seek help voluntarily. The encouragement to seek and accept treatment is on the clear understanding that the employee will be granted the necessary leave to undergo treatment and such leave will be treated as sick leave. The employee, after treatment, will return to the same job unless resumption of that job would be inconsistent with the full recovery from the illness. Requests for financial assistance to meet the cost of treatment as deemed necessary by a Medical Officer will be considered by the University Secretary & Registrar. In the event of an employee declining to accept offers of assistance or discontinuing an agreed course of treatment, no action will be taken other than to monitor the situation for a period of up to 3 months when, if appropriate, a further offer of assistance should be made. If matters of indiscipline are involved then the normal disciplinary procedures may be followed in an endeavour to remedy the situation. If, after the 3 months monitoring period the situation has not improved, or if, following treatment, a relapse into problem drinking should occur, a further opportunity to accept and co-operate with treatment will be provided. If the opportunity for further treatment is not accepted or it is, and is not successful, and the problem continues, the disciplinary procedure will be introduced. If the problem still continues to exist consideration may have to be given to the termination of service on the grounds of ill health. The strictest confidence will be maintained at all times. This policy is applicable to all employees irrespective of the position they hold and does not discriminate at any level. Training will be arranged for line management supervisors and union representatives to appreciate what problem drinking means, ways to identify it, and aims and objectives of appropriate action. 2 06/09/2007

3 This policy has been agreed jointly between the University of Surrey and the recognized Trade Unions. 3 Identifying colleagues with a possible alcohol problem A. Suspicious Signs Flushed face especially at unusual times of the day Slurred speech Cigarette burns Bruising Altered tolerance of alcohol Loss of vision - literally blind drunk Gulping drinks Accident prone Domestic problems Frequent changes of companions Isolation Aggression and resentment Jealousy - sexual jealousy is often due to impotence Depression and bad nerves Lateness for work, especially on Mondays B. Probable Signs Frequent unexplained illness ( influenza ) etc. Frequent hangovers Permanently congested, veined face (the brandy nose ) Loss of control drinking Surreptitious drinking 3 06/09/2007

4 Morning drinking Repeated attempts at abstinence Changing drinks Frequent talking about alcohol Drinking for relief of tension Staff complaints for drinking Change in behaviour - overall or after lunch Long lunch hours Absenteeism which is ill-explained Deteriorating efficiency blamed on colleagues Outbursts of rage and suicide threats Plausibility Unexpected debts C. Certain Signs The shakes Delirium tremens (DTs) High alcohol intake not leading to intoxication Blatantly indiscriminate abuse of alcohol Confirmed drinking in spite of serious disciplinary or social problems caused by it. 4 06/09/2007

5 4 Information published by the Health Education Authority on suggested safe levels of drinking which have been agreed by the Royal Colleges of Medicine. The guidelines are as follows: Aim at this level for least risk MEN Units up to 21 up to 14 Watch level of drinking Cut down over 35 over 21 WOMEN Units per week Numbers of units of alcohol in drinks include: Ordinary strength beer or lager - ½ pint Strong ale or lager - ½ pint Ordinary cider - ½ pint Standard spirit measure - (1/6 gill) Standard glass of wine - (15 cl) = 2 units = 1½ units 5 In some circumstances, it is best not to drink at all In pregnancy Before driving, or using machinery When on medication 5 06/09/2007