Workforce Health and Wellbeing Alcohol and Drugs Policy

Size: px
Start display at page:

Download "Workforce Health and Wellbeing Alcohol and Drugs Policy"

Transcription

1 1 Workforce Health and Wellbeing Alcohol and Drugs Policy July 2013

2 2 CONTENTS Introduction... 3 National policy context... 3 The Northumberland Context... 4 The Council context... 5 The consumption of alcohol/drugs in relation to the workplace... 5 Support... 6 Identification... 7 Procedure... 7 Conditions attached to the above procedures... 8 Prevention... 9 Communication and training... 9 Monitoring and review... 9 Support contacts... 10

3 3 Northumberland County Council Workforce Health and Wellbeing Alcohol and Drugs Policy Introduction Northumberland County Council is committed to supporting the health and wellbeing of its workforce. It has adopted the Healthier Together Workforce Strategy for with a view to improving physical health, mental health and social and economic wellbeing. Those in a position of leadership and management within the Council are committed to making sure the strategy is implemented. In relation to alcohol and drugs, the Council is focused on: ensuring the health, safety and wellbeing of employees and the public provision of support for employees with alcohol and/or drug problems the prevention of alcohol and drug problems at work protecting the reputation of the Council The Council has a duty to protect its employees and the general public. Alcohol and/or drugs affect an individual s performance, efficiency and behaviour and compromise safety. The misuse of alcohol and drugs can also have serious effects on an individual s health. Long term effects of the misuse of alcohol/drugs include liver disease; kidney disease, acute and chronic pancreatitis, diabetes; cardiovascular disease; several types of cancer; high blood pressure, depression, stroke, and brain damage. Short term effects include a person s ability to undertake their work and the potential risk to others, both employees and the general public. National Policy Context Alcohol The Government s Alcohol Strategy (2012) states that alcohol-related harm is estimated to cost society 21 billion annually. It also states that alcohol is one of the three biggest lifestyle risk factors for disease and death in the UK after smoking and obesity. Alcohol Concern statistics state that: 1 person in 13 in Britain is dependent on alcohol; Around 5% of absenteeism from work is alcohol related. Alcohol Concern in an article printed in November 2012 estimated that around 200,000 people go to work with a hangover every day costing the economy around 6.4 billion each year.

4 Drugs Of the general adult population aged 16 59, around 10 million people or 30% say they have ever tried an illegal drug, 10% (over three million people) say they have used illegal drugs in the last year and just over 5% (around one and a half million people) have used them in the last month (Drugscope). Coroners in 2009 stated that the deaths of 2,819 people were drug related. This was in comparison to just under 10,000 alcohol-related deaths and just over 100,000 related to tobacco (source: Drugscope). These two statements both help put the use of drugs in perspective. In general terms smoking and drinking are much more serious problems than the misuse of drugs. Despite this the misuse of drugs remains a national concern. Alcohol Concern statistics on drug consumption state that: 1 person in 26 in Britain has a drug addiction; drug using employees take three times more leave than others. The Government s Drug Strategy (2010) has recovery at its heart. It: puts more responsibility on individuals to seek help and overcome dependency places emphasis on providing a more holistic approach, by addressing other issues in addition to treatment to support people dependent on drugs or alcohol, such as offending, employment and housing aims to reduce demand takes an uncompromising approach to crack down on those involved in the drug supply both at home and abroad puts power and accountability in the hands of local communities to tackle drugs and the harms they cause 4 The Northumberland Context Alcohol The Needs Assessment for Alcohol Treatment and Prevention Services in Northumberland 1 provides the following information about the misuse of alcohol in Northumberland: 30% of the adult population are binge drinking 25% of the adult population are drinking at levels of increasing or higher risk chronic liver disease has increased 54% over the last ten years compared to 18% nationally. Drugs There is less information about the prevalence of drug misuse in Northumberland. The Needs Assessment for Substance Misuse and Prevention Services in Northumberland 2 quotes the estimated number of current opiate users in 1 Needs Assessment for Alcohol Treatment and Prevention Services in Northumberland, Public Health, NCC, Needs Assessment for Substance Misuse and Prevention Services in Northumberland, Public Health, NCC, 2013

5 Northumberland as around 1,500 (taking into account those who are known to treatment services and those not yet known to services). 5 The Council Context This policy links to others that aim to support the health and wellbeing of the workforce including the Stress Reduction Policy, the Nutrition policy and the Smokefree Workplace policy. Information from the Council s Health Needs Survey undertaken in late 2011 states that; Alcohol: Whilst respondents were generally aware of health guidance on drinking limits, 11.7% of staff (117 people) reported consuming in excess of 21 units of alcohol (the Department of Health guideline limit for men) over the last seven days and within these 16 reported drinking in excess of 35 units with 7 drinking in excess of 50. Older staff tended to drink over a higher number of days each week. The Policy The policy covers alcohol, illicit drugs and the misuse of over the counter or prescription medication. It also includes volatile substances such as solvents and so called legal high drugs. Aim Our aim is to: ensure the health, safety and wellbeing of employees and the public provide support for employees with alcohol and/or drug problems prevent alcohol and drug problems at work provide a framework to enable any instances of substance misuse by employees in the workplace to be handled in an appropriate, fair, and consistent manner protect the reputation of the Council ensure the safety of employees and the public In order to achieve the aims set out above the Council will: set out clearly its policy in relation to the consumption of alcohol and/or drugs in relation to the workplace offer support to employees who have an alcohol and/or drug problem raise awareness of the risks/harms to health and provide health improvement and prevention campaigns communicate with all staff about the policy to avoid any doubt as to how seriously the Council takes this policy and where responsibility for it lies. The Consumption of Alcohol/Drugs in Relation to the Workplace The Council s policy on alcohol/drugs consumption in relation to the workplace is as follows:

6 Alcohol Employees must report for work sober and in a fit state and maintain it during working hours, noting the following; it is important to remember that alcohol stays in the bloodstream for one hour per unit so heavy drinking on an evening might affect performance the next day. In addition it is illegal to drink and drive with a minimum penalty of a one year driving ban. (In the UK, the alcohol limit for drivers is 80 milligrams of alcohol per 100 millilitres of blood, 35 micrograms per 100 millilitres of breath or 107 milligrams per 100 millilitres of urine - see for more information) consumption of alcohol while at work or on short rest breaks is strictly prohibited and may result in dismissal although efforts will be made to support those with an alcohol dependency (see below under Support) consumption of alcohol on Council premises* and in Council vehicles when on duty is strictly prohibited (*see below for the only exception) *the Council recognises there may be exceptional occasions such as Christmas when alcohol is offered on Council premises with management approval and moderate drinking would be permitted. The Council will ensure that non-alcoholic drinks are always available on such occasions. Drugs Employees must not report for work in an unfit state due to adverse effects from the consumption of drugs and must remain in a fit state during working hours, noting the following; for the purposes of this policy drugs covers illicit (illegal) drugs, legal highs, over the counter drugs, and prescribed medication the use, possession, consumption, buying or selling of illegal drugs on council premises/vehicles is strictly prohibited and will be considered to be gross misconduct and the police will be called prescribed and over the counter drugs can have adverse effects on work performance and safety: employees must check for any adverse effects with a medical practitioner when required to take a new medication. This is particularly important for anyone who drives a vehicle in the course of their work In circumstances where prescribed medication adversely affects work performance, managers should allocate different duties wherever possible. Where this is not possible employees should consult with their GP about certified sickness or to discuss possible alternative medication. If people are taking prescribed medication for a long term health condition or a disability reasonable adjustments should always be considered. 6 Support The County Council recognises that problem drinking and drug dependency are health problems which can respond to treatment given the will and motivation of the employee and the appropriate level of support from various agencies. It is the County Council s policy to refer for help any employees who have an alcohol or drugs misuse problem, and to encourage those who feel they may have a problem to seek help and treatment voluntarily. Such problems may come to light through

7 general observation, as a result of management processes such as sickness management, or, concerns about conduct through the disciplinary process. Identification Because of the nature of the problem and the stigma attached, individuals often deny, even to themselves, that they have an alcohol or drugs problem, and conceal it until their dependence is so far advanced they can no longer hide it. The earlier treatment begins the better, so early identification is important. This might be an individual self-referring or a colleague encouraging them to seek treatment either internally through the Council s Welfare Officer or externally through a support organisation. Employees should never attempt to cover up for a colleague who has alcohol or drug problems as not only does it not help the individual concerned but potentially might cause harm to other employees or the public. Where an employee s work performance, conduct or attendance have deteriorated, and the manager suspects an alcohol or drugs problem, the employee should be offered the opportunity to be referred for diagnosis and treatment as detailed below. Whilst an alcohol or drugs problem does not excuse poor work performance or misconduct, it may be treated as a mitigating factor and disciplinary action, except in cases of serious misconduct, will usually be suspended whilst the opportunity is taken to seek diagnosis and, if necessary, treatment. 7 Procedure A Welfare Officer is available within the Council for confidential discussions with employees who are concerned about their own use of alcohol or drugs, or that of a colleague. Where a line manager suspects that an employee has an alcohol or drugs problem that is affecting their work performance, conduct, or relationships with others which could in turn affect their work performance, he or she should have a private discussion with the employee about the situation. This will be a very sensitive matter and it is quite likely the employee will become upset and may deny they have a problem. The manager has a responsibility for the health and safety of the employees they manage and must ensure that the individual does not put anyone, including themselves, at risk. This may mean moving them to other work for that day or even sending them home. The manager should inform the employee of the help available under this policy, and offer referral to the Welfare Officer. Should the employee continue to deny they have a substance related problem then they should be encouraged to address the behavioural issues that have led to the manager being concerned. Again, the Welfare Service could provide support for the individual. If the employee agrees, the Welfare Officer will arrange a confidential interview with them as soon as possible to explore possible ways to deal with the issues. After meeting with the employee and conducting an initial assessment, the Welfare Officer will, where appropriate, offer him or her opportunity to see an Occupational

8 Health Adviser or Physician for diagnosis. If an alcohol or drugs problem is confirmed, the Occupational Health Adviser will then liaise with the Welfare Officer on a recommended programme of treatment The Welfare Officer will then draw up an agreement setting out the obligations for the parties involved so that there is a clear understanding of what is expected of them. This must be signed and dated by the employee and the Welfare Officer. Where the employee denies the existence of an alcohol or drugs problem, refuses referral or treatment, or is not diagnosed as having an alcohol or drugs problem, this will not in itself lead to disciplinary action, but any misconduct or unsatisfactory performance will, if appropriate, be dealt with under the normal disciplinary or capability procedure. Similarly, where the employee is accepted for treatment, but does not comply fully with the recovery programme, he or she may lose the protection provided by this policy, and consideration of any original breach of discipline will be reopened and appropriate action taken. However, strenuous efforts should be made at all stages to persuade the employee that they could have a genuine medical problem which, if not treated, may cause deterioration not only of physical and mental health but also of their ability to earn a living. In the event of relapse after treatment, each case will be considered on its merits in the light of medical opinion. The opportunity for further protection from the policy may be given but this cannot be guaranteed. If, despite the employee's full cooperation, his or her health is impaired through alcohol or drug abuse to the extent that he or she is unable to achieve a satisfactory standard of work performance, there may be no alternative but to terminate employment on the grounds of incapacity through ill health, or on grounds of incapability, subject to appropriate medical evidence and advice. 8 Conditions Attached to the above Procedures If the employee needs to undertake treatment involving absence from work, such absence will be regarded in the same way as any other absence for medical treatment, or within flexi time rules for those who are on flexi-time arrangements. The duration of the period for which support is offered should normally relate to the progress made by the employee in overcoming the problem, and the ability of management to maintain the level of support being offered. Every effort will be made to ensure that the employee retains his or her present job with no detriment to promotion opportunities or other benefits provided his or her work performance and conduct return to and are maintained at an acceptable level. It is important to remember, however, that if because of an alcohol or drugs problem an employee is behaving or performing in such a way as to endanger him/herself or others, prompt corrective action must be taken. In this situation, the employee's alcohol or drugs problem will be taken into account, but it will not automatically free the person concerned from the consequences of serious misconduct or poor performance. In cases where the employee becomes unsuited to his or her post, consideration will be given to transferring the employee temporarily to a suitable alternative position

9 whilst undergoing treatment. However, it is the aim to retain the employee in his or her original job wherever possible. Employees have the right to be represented by a trade union representative or a work colleague at any stage of the procedure. This policy does not constitute a waiver of management's responsibility to maintain discipline or to take disciplinary action under existing procedures. Nor does assistance under the policy prevent recourse to the normal grievance procedure or affect any individual rights of the employee. 9 Prevention The Health Improvement Team with the help of the health advocates will raise awareness and provide information across the workforce about the effects of alcohol and drug misuse and ways to reduce intake. The aim of this will be to try to help staff reduce intake generally and to identify problems at an early stage where there is a problem. This will be done through regular health campaigns and through the health advocates raising awareness in their own teams. There is some statistical evidence that that LGBT staff may be at higher risk of drug, alcohol or tobacco dependency. Appropriate, targeted information, and LGBT aware support services may need to be developed to support these staff members. Creating an open and inclusive workplace culture is central to promoting the health and wellbeing of all staff but may be particularly important for tackling barriers to accessing services for LGBT employees. Communication and Training It is essential for the reputation of the Council to protect and ensure the safety of employees and the public and to provide support to those who require it. All staff must be made aware of and abide by this policy. A copy of the policy will be posted on the intranet. Reference to the policy and the outlined procedures will be made in induction and other appropriate training opportunities. Monitoring and Review The policy will be monitored to ensure that: all employees are aware of it it forms part of the induction programme for every employee it forms part of development programme for managers so that managers are confident in dealing with employees with an alcohol/drug problem. The policy will be reviewed at least every three years by HR in conjunction with Public Health.

10 10 Support Contacts Sources of Information Brief information on the health risks associated with drug/alcohol misuse can be found at: Internal Sources of Support The Welfare Officer, Dorothy Clark is based at County Hall and can be contacted by telephone on or by External Sources of Support For employees wishing to seek help with an alcohol or drugs problem, the following can provide individual help and support free of charge. The Welfare Officer can also provide information on which external source of assistance is most appropriate for individual needs. Northumberland Recovery Partnership, Sextant House, Freehold Street, Blyth, NE24 2BA tel (24 hours) (For people resident in Northumberland only) Newcastle, N Tyneside & Northumberland Alcohol and Drug Problem Service, Plummer Court, Carliol Place, Newcastle tel hour helpline (answerphone 9 pm - 9 am) (Plummer House) North East Council on Addictions (NECA), Bridgeview House, 15/23 City Road Newcastle NE1 2AF tel (NECA provide counselling services and self-help groups mainly in the Tyneside area) Alcoholics Anonymous tel between 7 p.m. and 10 p.m. (or answerphone at other times) The person you speak to will advise you of the times and venues of the meetings nearest to you. Al-Anon (for families and relatives)

11 tel This organisation provides help and support for relatives and friends of people with alcohol problems. By ringing this number you can talk to a counsellor (10am to 10pm) and find out the nearest group to where you live. DrinkLine tel Freefone Advice information and support to anyone with concerns about alcohol. National Drugs Helpline tel Freefone hours helpline for users and their families, friends and carers. 11

Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY

Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY Inspiring Education, Achieving Our Dreams LANCASHIRE CHILDREN S SERVICES AUTHORITY MANAGING ALCOHOL/DRUG ABUSE POLICY AND PROCEDURE FOR SCHOOL STAFF (REVISED JANUARY 2013) Policy Leader: Paul Slater Policy

More information

No employee, student, contractor or visitor shall in connection with any workrelated

No employee, student, contractor or visitor shall in connection with any workrelated Alcohol and Drugs Misuse Policy Introduction The University is committed to promoting the well being of all its employees, students, contractors and visitors whilst ensuring that a professional, effective

More information

CONTENTS. 1. Introduction. 2. Policy. 3. Procedure. 4. Training. 5. Education. 6. Definition of Roles

CONTENTS. 1. Introduction. 2. Policy. 3. Procedure. 4. Training. 5. Education. 6. Definition of Roles CONTENTS 1. Introduction 2. Policy 3. Procedure 4. Training 5. Education 6. Definition of Roles 1. Introduction It is now recognised that drug and alcohol abuse are problems which cause society as a whole

More information

Policy and guidance for dealing with Alcohol and Drug related issues

Policy and guidance for dealing with Alcohol and Drug related issues Policy and guidance for dealing with Alcohol and Drug related issues Introduction 1. In accordance with its mission the University has a duty to provide a safe and healthy working and learning environment

More information

DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE

DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.04.17 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Aims of the policy 4. Health and Safety

More information

Human Resources Team Human Resources Directorate. Alcohol and Substance Misuse Policy

Human Resources Team Human Resources Directorate. Alcohol and Substance Misuse Policy Human Resources Team Human Resources Directorate Alcohol and Substance Misuse Policy 1 Contents Scope... 3 Objectives... 3 Responsibilities... 3 Guidelines... 5 1. Absenteeism... 5 2. High Accident Level...

More information

CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY

CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY CHILDREN AND YOUNG PEOPLE SERVICE ALCOHOL, DRUG OR OTHER SUBSTANCE MISUSE OR ABUSE POLICY KirkleesEdnet/Management/HumanResources APRIL 2008 Prepared by: Human Resources Strategy Unit Revised: November

More information

Prescription Drugs and Alcohol Policy and Procedure

Prescription Drugs and Alcohol Policy and Procedure APPENDIX Prescription Drugs and Alcohol Policy and Procedure Purpose Scope Principles Roles and Responsibilities Definition of Substance Misuse Management Expectation Employee Disclosure Addressing the

More information

POLICY AND PROCEDURE. Alcohol & Drugs. SoLO Life Opportunities. Introduction. Category: staff and volunteers

POLICY AND PROCEDURE. Alcohol & Drugs. SoLO Life Opportunities. Introduction. Category: staff and volunteers SoLO Life Opportunities POLICY AND PROCEDURE Alcohol & Drugs 38 Walnut Close Chelmsley Wood Birmingham B37 7PU Charity No. 1102297 England Company No. 5025939 Category: staff and volunteers Introduction

More information

ALCOHOL, DRUG AND SOLVENT ABUSE CONTENTS

ALCOHOL, DRUG AND SOLVENT ABUSE CONTENTS ALCOHOL, DRUG AND SOLVENT ABUSE CONTENTS 1.0 POLICY 2.0 RULES 3.0 DEFINITIONS 4.0 ESTABLISHING THE PROBLEM 4.1 ABSENTEEISM 4.2 HIGH ACCIDENT LEVEL 4.3 WORK PERFORMANCE 4.4 MOOD SWINGS 4.5 MISCONDUCT 4.6

More information

DRUGS AND ALCOHOL POLICY

DRUGS AND ALCOHOL POLICY DRUGS AND ALCOHOL POLICY Date of last review: April 2015 Review period: 2 years Date of next review: April 2017 Owner: Head of HR Type of policy: Network LGB or Board approval: Board Policy Agreed by Ark

More information

Alcohol and Drugs Policy. Committee responsible for review. Agreed date Autumn 2013

Alcohol and Drugs Policy. Committee responsible for review. Agreed date Autumn 2013 Alcohol and Drugs Policy Committee responsible for review Resource Agreed date Autumn 2013 Review date Autumn 2016 Contents Page Introduction 3 The need for compliance 3 Management responsibilities 4 Individual

More information

Drug and Alcohol Policy

Drug and Alcohol Policy Drug and Alcohol Policy 1. Introduction 1.1 As a responsible employer, ARK Academies recognises the need for a constructive and preventative strategy designed to encourage early identification of alcohol

More information

Managing drug and alcohol misuse at work

Managing drug and alcohol misuse at work Survey report September 2007 Managing drug and alcohol misuse at work Contents Summary of key findings 2 Policies and procedures 4 Testing 10 Managing and supporting employees with drug and/or alcohol

More information

Do not jump to conclusions or moralise. Provide information on support agencies.

Do not jump to conclusions or moralise. Provide information on support agencies. Guidance for Managers Dealing with Substance Misuse February 2015 1. Introduction 1.1 The Highland Council is committed to providing a safe, healthy and productive working environment. 1.2 Alcohol and

More information

D15. DRUGS AND ALCOHOL

D15. DRUGS AND ALCOHOL D15. DRUGS AND ALCOHOL Management of Health and safety at Work Regulations 1992 Control of Substances Hazardous to Health Regulations 1999 D.15.1. PURPOSE It is Company policy of to provide and maintain

More information

Employee Alcohol and Substance Abuse Policy. Effective from January 2014

Employee Alcohol and Substance Abuse Policy. Effective from January 2014 Employee Alcohol and Substance Abuse Policy Effective from January 2014 Contents 1.0 Introduction... 4 2.0 Aims... 4 3.0 Legal issues in relation to employment... 4 3.1 Health and Safety at Work Act 1974...

More information

Alcohol and drugs. Introduction. The legal position

Alcohol and drugs. Introduction. The legal position Alcohol and drugs Introduction There are no reliable figures for the misuse of drugs and alcohol by NHS staff but a survey in 2001 by Alcohol Concern and Drugscope suggested that 60 per cent of employers

More information

Policy Name: Version: Approved By: Date Approved: Review Date:

Policy Name: Version: Approved By: Date Approved: Review Date: Policy Name: Alcohol & Drug Use Policy Version: 3 Approved By: Corporate Health and Safety Working Group Date Approved: Last Amendment October 2008 Review Date: October 2009 ALCOHOL & SUBSTANCE USE POLICY

More information

Misuse of Drugs and Alcohol

Misuse of Drugs and Alcohol Reference: 3.41 Edition Date: 3 June 2014 Page 1 of 12 Misuse of Drugs and Alcohol 1. PURPOSE 1.1 This procedure aims to contribute to a safe, healthy and highly productive work environment by: - Raising

More information

Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY

Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY Dame Alice Owen s School ALCOHOL & DRUGS AT WORK POLICY Agreed by the Governing Body Personnel & Remuneration Committee May 2015 To be reviewed Summer 2017 (first approved in February 2010, with an appendix

More information

Sample Workplace Alcohol and Drugs Policy

Sample Workplace Alcohol and Drugs Policy Sample Workplace Alcohol and Drugs Policy 1. Introduction This company is committed to providing a safe, healthy and productive working environment for all employees, contractors, customers and visitors

More information

Drug and Alcohol Policy

Drug and Alcohol Policy Drug and Alcohol Policy Policy Aim: Kind is committed to providing a safe and productive work environment and to promote the health safety and well being of all its employees. The drug and alcohol policy

More information

Workforce Support Policy Alcohol, Drugs and Solvent Abuse/Misuse. National Ambulance Service (NAS)

Workforce Support Policy Alcohol, Drugs and Solvent Abuse/Misuse. National Ambulance Service (NAS) Workforce Support Policy Alcohol, Drugs and Solvent Abuse/Misuse National Ambulance Service (NAS) Document reference number Revision number NASWS021 Document developed by 2 Document approved by NAS Quality,

More information

Chelmsford City Council. Human Resources. Drugs and Alcohol at Work

Chelmsford City Council. Human Resources. Drugs and Alcohol at Work Chelmsford City Council Human Resources Drugs and Alcohol at Work Table of contents 1. Introduction... 1 2. Scope... 1 3. Advice... 1 4. Assistance... 2 5. Further Support and Information... 3 1. Introduction

More information

POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT

POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT POLICY FOR ALCOHOL, DRUG AND OTHER SUBSTANCE ABUSE IN EMPLOYMENT Approved By: Trust Executive Date Approved: 10 March 2004 Trust Reference: B6/2004 Version: V2 Supersedes: V1 (Approved by Trust Executive

More information

A Policy Regarding Misuse of Alcohol and Drugs by Staff and Students

A Policy Regarding Misuse of Alcohol and Drugs by Staff and Students A Policy Regarding Misuse of Alcohol and Drugs by Staff and Students The Policy The abuse of alcohol and drugs is inconsistent with work and study and with the high standards of behaviour that society

More information

Drugs and Alcohol in the Workplace. Guidance for Workplace Representatives

Drugs and Alcohol in the Workplace. Guidance for Workplace Representatives Drugs and Alcohol in the Workplace Guidance for Workplace Representatives Health and safety May 2010 Introduction The use of drugs and alcohol can be a serious workplace issue. Not only can their use lead

More information

Alcohol, Drug and Substance Abuse Policy & Procedures (July 2014)

Alcohol, Drug and Substance Abuse Policy & Procedures (July 2014) Alcohol, Drug and Substance Abuse Policy & Procedures (July 2014) 1. SCOPE OF THE POLICY a. Introduction (1) Dundalk Institute of Technology (hereinafter called the Institute ) recognises that it has a

More information

Alcohol, Drugs and No-Smoking Policy

Alcohol, Drugs and No-Smoking Policy Alcohol, Drugs and No-Smoking Policy QRS is concerned with the general health and welfare of our employees and is committed to ensuring the highest possible safety standards in all its operations. We also

More information

'SUBSTANCE ABUSE' POLICY

'SUBSTANCE ABUSE' POLICY 'SUBSTANCE ABUSE' POLICY PREPARED FOR CEDERBERG MUNICIPALITY CONTENTS 1. Aim and Purpose..3 2. Definitions...3 3. General Principles.3 4. Guidelines for Managing Substance Abuse..4 5. Disciplinary Procedures

More information

Employees are also under a duty to take reasonable care of themselves and others who could be affected by their actions at work.

Employees are also under a duty to take reasonable care of themselves and others who could be affected by their actions at work. Chapter 20 Drug and Alcohol Misuse in the Workplace 20.1 Overview Employers have a general duty under the Health and Safety at Work etc Act 1974 to ensure as far as is reasonably practicable the health,

More information

ALCOHOL, DRUG AND SUBSTANCE MISUSE AND SMOKEFREE POLICY

ALCOHOL, DRUG AND SUBSTANCE MISUSE AND SMOKEFREE POLICY ALCOHOL, DRUG AND SUBSTANCE MISUSE AND SMOKEFREE POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Remuneration Committee Date of Approval 27 th February 2014 Date of Implementation 1 st April

More information

UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST. Alcohol, Drug and Other Substance Abuse in Employment

UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST. Alcohol, Drug and Other Substance Abuse in Employment UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST Alcohol, Drug and Other Substance Abuse in Employment Approved by: Trust Executive Trust Ref: B6/2004 Date of Approval: 10 March 2004 Originator: Director of

More information

ALCOHOL, DRUGS AND MEDICATION

ALCOHOL, DRUGS AND MEDICATION Policy ALCOHOL, DRUGS AND MEDICATION Alcohol Drugs and Medication.docx Page 1 of 5 KIFSA Policies and Procedures Policy and Procedure: Alcohol, Drugs and Medication File Location: Management/Policies &

More information

Alcohol, Drugs and Solvent Misuse Policy

Alcohol, Drugs and Solvent Misuse Policy Alcohol, Drugs and Solvent Misuse Policy Ref. HR015 Alcohol, Drugs and Solvent Misuse Policy Page 1 of 9 DOCUMENT PROFILE and CONTROL. Purpose of the document: To provide information for managers and staff

More information

DRUGS AND ALCOHOL POLICY JANUARY 2015

DRUGS AND ALCOHOL POLICY JANUARY 2015 DRUGS AND ALCOHOL POLICY JANUARY 2015 1 POLICY STATEMENT 1.1 The Kier Group is committed to providing a safe and healthy working environment for all employees and those affected by our activities. The

More information

Alcohol and Drug Policy

Alcohol and Drug Policy DEVELOPING AN Alcohol and Drug Policy FOR YOUR WORKPLACE 1. introduction THROUGHOUT EUROPE, ALCOHOL AND OTHER DRUG PROBLEMS IN THE WORKPLACE ARE A MAJOR FACTOR IN ACCIDENTS, ABSENTEEISM AND REDUCED PRODUCTIVITY.

More information

Alcohol and Drug Program

Alcohol and Drug Program Alcohol and Drug Program June 5, 2013 Table of Contents Strathcona County Alcohol and Drug Program 1 PURPOSE... 3 2 PROGRAM STATEMENT... 3 3 RESPONSIBILITIES... 3 4 PREVENTION, ASSISTANCE, REHABILITATION...

More information

Good Practice Guidance on Managing Alcohol Misuse in the Workplace

Good Practice Guidance on Managing Alcohol Misuse in the Workplace Good Practice Guidance on Managing Alcohol Misuse in the Workplace ISBN 978 0 7504 5432 2 Crown copyright November 2009 CMK-22-04-045(403) E4930910 Contents Page Summary 3 1 Background and context 5 2

More information

ALCOHOL AND DRUGS POLICY. 1. Introduction

ALCOHOL AND DRUGS POLICY. 1. Introduction 1. Introduction Throughout this Policy, the words Translink Company and/or the Group refer to all corporate entities under the ownership of the Northern Ireland Transport Holding Company (NITHC). This

More information

ALCOHOL, DRUGS AND SUBSTANCE MISUSE POLICY

ALCOHOL, DRUGS AND SUBSTANCE MISUSE POLICY ALCOHOL, DRUGS AND SUBSTANCE MISUSE POLICY (Including Smoking) Policy reference LWHR18 SUMMARY AUTHOR VERSION To provide a process and framework for alcohol, drugs and substance misuse and smoking at the

More information

POLICY FOR MANAGING SICKNESS ABSENCE

POLICY FOR MANAGING SICKNESS ABSENCE Summary POLICY FOR MANAGING SICKNESS ABSENCE This policy sets out the standards for dealing with sickness absence in a fair, sensitive and supportive way, whilst at the same time recognising the needs

More information

Self Assessment STANDARDS

Self Assessment STANDARDS Self Assessment STANDARDS www.wellbeingcharter.org.uk This pack contains an overview of the Workplace Wellbeing Charter, including the Charter Framework, the Assessment Standards and other useful information.

More information

TAFE SA Student Alcohol and Other Drug Policy Under the umbrella of Drugs and Alcohol Policy (DFEEST OHS&IM 026)

TAFE SA Student Alcohol and Other Drug Policy Under the umbrella of Drugs and Alcohol Policy (DFEEST OHS&IM 026) TAFE SA Student Alcohol and Other Drug Policy Under the umbrella of Drugs and Alcohol Policy (DFEEST OHS&IM 026) 1. Purpose of the policy The purpose of the Student Alcohol and Other Drug Policy is to

More information

Halifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy )

Halifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy ) Halifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy ) I. Policy Statement and Purpose Halifax Regional Municipality ( HRM ) is committed to providing a safe work environment

More information

DRUG AND ALCOHOL ABUSE POLICY

DRUG AND ALCOHOL ABUSE POLICY DRUG AND ALCOHOL ABUSE POLICY St Mary Magdalene Academy is a Christian community of learning. We aim to nurture young people to become high achievers and to discover their vocation in the global society.

More information

OISE Group Drug Alcohol and Tobacco Policy

OISE Group Drug Alcohol and Tobacco Policy OISE Group Drug Alcohol and Tobacco Policy Introduction: Instill Education owns and operates two permanent schools for children and many permanent schools for adults, where older children are sometimes

More information

A guide for implementing a drug and alcohol policy in the workplace

A guide for implementing a drug and alcohol policy in the workplace A guide for implementing a drug and alcohol policy in the workplace The goal for developing a drug and alcohol policy in the workplace is to prevent and reduce harm associated with people being impaired

More information

No Smoking (Smoke Free) Policy

No Smoking (Smoke Free) Policy No Smoking (Smoke Free) Policy Document Control Information Reviewed by the Strategic Management Team Date of Next Review: September 2017 Approved by the Board of Management: September 2015 The Board of

More information

Any modification to this policy must be approved by the country Manager and Vice-President, Human Resources.

Any modification to this policy must be approved by the country Manager and Vice-President, Human Resources. People. Partnership. Performance. Human Resources Policy Drug & Alcohol (HRP31) 1.0 Statement The purpose of this Policy is to provide a comprehensive framework which promotes a safe working environment,

More information

DRUG & ALCOHOL POLICY

DRUG & ALCOHOL POLICY DRUG & ALCOHOL POLICY Rationale: Koonung Secondary College (KSC) has an interest in the health, personal and legal wellbeing of its students and staff. There is no clear dividing line between the responsibility

More information

Policy on the misuse of drugs, substances & alcohol

Policy on the misuse of drugs, substances & alcohol Policy on the misuse of drugs, substances & alcohol Responsible manager: Joanna Cousins, Deputy Director of HR & OD Endorsed by: Trust Board Date of endorsement: February 2003 Review date: September 2012

More information

Disciplinary and Grievance Policy

Disciplinary and Grievance Policy United Biscuits UK Ltd Disciplinary and Grievance Policy June 2015 Contents 1. Introduction... 3 2. Disciplinary Policy... 3 2.1. Aims of Policy... 3 2.2. Responsibilities... 3 2.3. Legal Framework within

More information

ALCOHOL/DRUG WORKPLACE POLICY FOR THE PUBLIC SERVICE

ALCOHOL/DRUG WORKPLACE POLICY FOR THE PUBLIC SERVICE ALCOHOL/DRUG WORKPLACE POLICY FOR THE PUBLIC SERVICE The Alcohol/Drug Policy in the Workplace for the Public Service was ratified by the Council of Ministers in September 2001. This policy has been drawn

More information

This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent trade unions.

This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent trade unions. Valley Gardens Middle School Alcohol and Drug Abuse Policy and Procedure This Alcohol and Drug Abuse Policy is the policy and procedure jointly agreed between the North Tyneside Council and its constituent

More information

A Manager s Guide to Psychiatric Illness In The Workplace

A Manager s Guide to Psychiatric Illness In The Workplace A Manager s Guide to Psychiatric Illness In The Workplace Purpose of this guidance note Mental health problems can provide very challenging human resources management tasks for University administrators

More information

Drug, Alcohol and Substance Misuse Policy Register No: Status: Public

Drug, Alcohol and Substance Misuse Policy Register No: Status: Public Drug, Alcohol and Substance Misuse Policy Register No: 04045 Status: Public Developed in response to: Staff/Management need Best Practice Contributes to CQC Regulation: 17 Consulted With Individual/Body

More information

Cincinnati Christian University Drug Abuse Prevention Program

Cincinnati Christian University Drug Abuse Prevention Program Cincinnati Christian University Drug Abuse Prevention Program Cincinnati Christian University maintains that our bodies are created by God and should be used to glorify Him. The misuse or abuse of alcohol

More information

Managing Sickness Absence Policy HR022

Managing Sickness Absence Policy HR022 Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of

More information

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting

More information

Risk Management Guidelines

Risk Management Guidelines Driving - Drugs & Alcohol The Problem Drug Driving Around 18% of people killed in road crashes have traces of illegal drugs in their blood, with cannabis being the most common. Although the risks of drug

More information

DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development

DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development DRUG AND ALCOHOL AT WORK POLICY Human Resources and Organisational Development Version 3: March 2010 CHANGES 01 June 2000: Policy implemented August 2010: Styling revised in line with corporate guidelines

More information

MANAGING ATTENDANCE POLICY

MANAGING ATTENDANCE POLICY MANAGING ATTENDANCE POLICY POLICY Purpose 3 Responsibilities 3 Sickness Schemes 3 PROCEDURE Sickness Notification Procedure 4 4.1 General Principals 4 4.2 Reporting of Sickness Absence 4 4.3 Sickness Absence

More information

Consultation Document. Attendance Management Policy and Procedure

Consultation Document. Attendance Management Policy and Procedure Consultation Document Attendance Management Policy and Procedure Document Control Information Reviewed by the Strategic Management Team: Date of Next Review: March 2018 Approved by the Board of Management:

More information

Glasgow Kelvin College. No Smoking (Smoke Free) Policy

Glasgow Kelvin College. No Smoking (Smoke Free) Policy Glasgow Kelvin College No Smoking (Smoke Free) Policy Document Control Information Status: Active Responsibility for document review: Strategic Management Team Current version review date: 10 December

More information

Alcohol and Drug-Free Work Place Policy

Alcohol and Drug-Free Work Place Policy Alcohol and Drug-Free Work Place Policy Cleary University, in compliance with Public Law 101-226 (Drug-Free Schools and Communities Act), presents the standards listed below to the entire University community:

More information

Subject: Maximising Attendance & Employee Wellbeing Policy

Subject: Maximising Attendance & Employee Wellbeing Policy CLACKMANNANSHIRE COUNCIL THIS PAPER RELATES TO ITEM 10 ON THE AGENDA Report to Council Date of Meeting: 8 March 2012 Subject: Maximising Attendance & Employee Wellbeing Policy Report by: Governance Manager

More information

Criminal Justice Liaison and Diversion Service Information Leaflet

Criminal Justice Liaison and Diversion Service Information Leaflet Criminal Justice Liaison and Diversion Service Information Leaflet Shining a light on the future Introduction The Criminal Justice Liaison and Diversion Service offers advice and support for people with

More information

Health & Wellbeing Framework. Absence Management Policy

Health & Wellbeing Framework. Absence Management Policy Health & Wellbeing Framework Absence Management Policy 1 Introduction This Policy is part of the Health & Wellbeing Framework which is made up of a number of elements which together encompass all formal

More information

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract.

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract. Discipline Policy 1. Introduction This policy set outs how Monitor will deal with employee conduct which falls below the expected standard. It is Monitor s aim to use the policy as a means of encouraging

More information

SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH

SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH 2001 Delmar Avenue Granite City, IL 62040-6238 618-452-6238 smrld.org Tina Hubert Executive Director SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH SMRLD Drug and Alcohol Free Workplace Policy Purpose

More information

Attendance Management Procedure and Policy

Attendance Management Procedure and Policy ATTENDANCE MANAGEMENT PROCEDURE Attendance Management Procedure and Policy Attendance management procedure Date of Issue: 02 September 2015 To: All Headteachers, Chairs of Governors and Management Committees

More information

Stress Management Policy

Stress Management Policy Level 3 - H&S Policy Structure Stress Management Policy BACKGROUND The Health & Safety Executive (HSE) define stress as the adverse reaction people have to excessive pressures or other types of demand

More information

Alcohol and Substance Abuse Policy and Procedure

Alcohol and Substance Abuse Policy and Procedure Alcohol and Substance Abuse Policy and Procedure Document Owner Helen Edmondson Document Author Jenny Holland Version FINAL Directorate Human Resources Authorised By Date of Approval Date of Review (Approval

More information

Alcohol, Tobacco and Other Drugs Minimum Standard. April 2015

Alcohol, Tobacco and Other Drugs Minimum Standard. April 2015 Alcohol, Tobacco and Other Drugs Minimum Standard April 2015 Contents 1 Executive Summary... 2 2 More Information... 2 3 Using this Standard... 2 4 Standard Provisions... 2 4.1 Legislative Requirements...

More information

DRUG & ALCOHOL ABUSE

DRUG & ALCOHOL ABUSE Phoenix Community Care Ltd Policy & Procedure DRUG & ALCOHOL ABUSE Version Written Updated Scheduled Review Date Author 1 2009 2009 2010 Gareth Hawkes 2009 2011 2013 Gareth Hawkes Approving Body Date Approved

More information

Student Drug & Alcohol Testing Guidelines

Student Drug & Alcohol Testing Guidelines Professional Standards Command Student Drug & Alcohol Testing Guidelines January 2014 Title: Subject Command responsible: Available to: Authorisation: Publication date: January 2014 Current version number:

More information

STAFF SICKNESS MANAGEMENT POLICY MAY

STAFF SICKNESS MANAGEMENT POLICY MAY STAFF SICKNESS MANAGEMENT POLICY MAY 2015 Harington School Rutland office@haringtonschool..com www.haringtonschool.com CONTENTS 1 PURPOSE OF THE POLICY AND PROCEDURE... 3 2 MANAGEMENT RESPONSIBILITIES...

More information

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx SICKNESS ABSENCE MANAGEMENT PROCEDURE With effect from xxxxxx Purpose The purpose of this policy is to provide guidelines on how to manage and support staff through absence due to ill health. When is this

More information

Managing Attendance Policy

Managing Attendance Policy Managing Attendance Policy Human Resources Division Corporate Services Revised May 2010 Approved at Policy & Resources (Personnel) Sub Committee: 29/1/98. Approved at Council: 12/02/98 Revised policy approved

More information

Substance Abuse Program

Substance Abuse Program Substance Abuse Program www.tridentinsurance.net Lines of Business: Auto, Worker Compensation, Public Officials Liability, Educators Legal Liability, General Liability Risk Control Strategy/Key Issues:

More information

ALCOHOL, DRUG OR SUBSTANCE MISUSE POLICY Documentation Control

ALCOHOL, DRUG OR SUBSTANCE MISUSE POLICY Documentation Control Supporting Documents and References ALCOHOL, DRUG OR SUBSTANCE MISUSE POLICY Documentation Control Reference HR/P&C/006 HR/P&C/006 Approving Body Trust Board 5th August, 2010 Date Approved Approving Body

More information

Human Resources People and Organisational Development. Attendance Management Policy

Human Resources People and Organisational Development. Attendance Management Policy Human Resources People and Organisational Development Attendance Management Policy November 2015 Contents Introduction and purpose... 3 Guiding principles... 3 Roles and responsibilities... 4 Managers...

More information

Alcohol & Substance Misuse in the Workplace Policy

Alcohol & Substance Misuse in the Workplace Policy Alcohol & Substance Misuse in the Workplace Policy Executive Director lead Policy author/ lead Feedback on implementation to Director of Human Resources Deputy Director of Human Resources Lynne Crapper,

More information

Human Resources SHELL CANADA LIMITED ALCOHOL AND DRUG POLICY

Human Resources SHELL CANADA LIMITED ALCOHOL AND DRUG POLICY Human Resources SHELL CANADA LIMITED ALCOHOL AND DRUG POLICY October 2012 OVERVIEW Objective and Scope The objective of Shell Canada Limited s Alcohol and Drug Policy is to provide a framework for dealing

More information

ALCOHOL IN THE WORKPLACE WORKPLACE ALCOHOL POLICY

ALCOHOL IN THE WORKPLACE WORKPLACE ALCOHOL POLICY ALCOHOL IN THE WORKPLACE In July 1995 the Council introduced a policy on alcohol in the workplace. This took the form of two companion leaflets, the Workplace Alcohol Policy which was issued to all staff

More information

UNIVERSITY OF NORTH DAKOTA SUBSTANCE ABUSE POLICY FOR FACULTY AND STAFF

UNIVERSITY OF NORTH DAKOTA SUBSTANCE ABUSE POLICY FOR FACULTY AND STAFF UNIVERSITY OF NORTH DAKOTA SUBSTANCE ABUSE POLICY FOR FACULTY AND STAFF PURPOSE The University of North Dakota recognizes that the use of illegal drugs, and abuse of alcohol and prescription drugs is a

More information

Thurrock Council. Managing Sickness Absence Policy

Thurrock Council. Managing Sickness Absence Policy Thurrock Council Managing Sickness Absence Policy Contents Page 1. Introduction 5 2 Purpose 5 3. Scope 6 4. Key Responsibilities 6 Employees Managers Human Resources 5. Reporting Sickness Absence 7 Reporting

More information

This brochure provides general guidance on the legal rights of individuals with alcohol and drug problems. It is not intended to serve as legal

This brochure provides general guidance on the legal rights of individuals with alcohol and drug problems. It is not intended to serve as legal This brochure provides general guidance on the legal rights of individuals with alcohol and drug problems. It is not intended to serve as legal advice for any particular case involving or potentially involving

More information

Attendance Management Guidance

Attendance Management Guidance Attendance Management Guidance As at 15 September 2009-1 - Contents Page 1. Policy statement 3 2. Purpose 3 3. Scope 4 4. Confidentiality 4 5. Preventing sickness absence 5 6. Roles 5 7. Occupational health

More information

Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN)

Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN) Drug and Alcohol Use Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN) Illegal drug use in the workplace is against the law and highly detrimental to the safety and productivity of our

More information

Alcohol/drug policy development and employee testing

Alcohol/drug policy development and employee testing information for leaders It s Our Business Alcohol, drugs and gambling in the workplace Alcohol/drug policy development and employee testing The misuse of alcohol and other drugs is a costly health and

More information

ATTENDANCE AT WORK PROTOCOL DEALING WITH HEALTH AND SICKNESS ISSUES

ATTENDANCE AT WORK PROTOCOL DEALING WITH HEALTH AND SICKNESS ISSUES ATTENDANCE AT WORK PROTOCOL DEALING WITH HEALTH AND SICKNESS ISSUES INTRODUCTION 1. This Protocol has been developed following consultation with the Trade Unions in recognition of the; (a) Critical contribution

More information

UNIVERSITY OF BIRMINGHAM DRUGS AND ALCOHOL POLICY

UNIVERSITY OF BIRMINGHAM DRUGS AND ALCOHOL POLICY UNIVERSITY OF BIRMINGHAM DRUGS AND ALCOHOL POLICY 1 Index of points 1. Introduction 2. The Legal Context 3. Management 4. Help and Advice 5. Education 6. Conclusion 2 Policy 1. Introduction 1.1 The University

More information

a. All new hires are required to complete a drug screening test.

a. All new hires are required to complete a drug screening test. VHS Substance Abuse Policy Valley Health Services, Inc. ( VHS ) feels it is in the best interest of patient care and our work force to provide a drug and alcohol free work environment. Any employee determined

More information

The Benefits of a Creating a Healthy Work Environment

The Benefits of a Creating a Healthy Work Environment Eaton County Substance Abuse Advisory Group (ECSAAG) Barry-Eaton District Health Department The Benefits of a Creating a Healthy Work Environment This presentation includes: Harmful affects of alcohol,

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure February 2014 SICKNESS ABSENCE MANAGEMENT AND POLICY AND PROCEDURE POLICY STATEMENT 1. Purpose and Core Principles 1.1. Leeds Beckett University aims to

More information

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES 1. INTRODUCTION 11. The Dublin Institute of Technology (hereinafter called the Institute ) recognises that regular attendance is an essential part of the

More information

Draft Attendance Policy and Procedure

Draft Attendance Policy and Procedure Draft Attendance Policy and Procedure Introduction Treating employees fairly and consistently ensures that sickness absence is managed successfully to the benefit of our staff and our customers. Promoting

More information