The University of Wolverhampton recognises that difficulties with alcohol, drugs or other substances can affect a person's health, wellbeing, safety and ability to work.
If you are concerned about your own use of alcohol, drugs or medication, asking for help early is encouraged.
The University's Alcohol and Substance Misuse Policy aims to create an environment in which employees experiencing problems with alcohol or substance misuse feel able to seek help, while also protecting the health, safety and welfare of staff, students and others.
Who Does the Policy Apply To?
The University's Alcohol and Substance Misuse Policy applies to:
- employees;
- officers;
- consultants;
- self-employed contractors;
- casual workers;
- agency workers;
- volunteers; and
- interns.
The policy also makes clear that failure to meet its requirements may result in disciplinary action, including dismissal in appropriate circumstances.
What Do We Mean by Substance Misuse?
The University's policy considers more than illegal drugs.
It includes:
- alcohol;
- illegal or controlled drugs;
- prescribed medication;
- non-prescribed medication;
- over-the-counter medicines;
- intoxicating substances and solvents; and
- psychoactive substances.
The central issue is not simply whether somebody has consumed a substance. The policy defines misuse as use that adversely affects a person's health, social functioning, work performance, conduct, or the safety of themselves or others.
If You Are Worried About Your Own Alcohol or Substance Use
You do not have to wait until a problem has become severe before seeking help.
You may want to ask for support if:
- you are drinking or using substances more frequently;
- you are finding it difficult to control your use;
- you think you may have developed a dependency;
- you are using alcohol or substances to cope with stress, anxiety, trauma, sleep or other difficulties;
- your physical or mental health is being affected;
- your attendance or performance is changing;
- you are worried about being fit and safe for work;
- medication is affecting your ability to carry out your duties safely;
- somebody close to you has expressed concern; or
- you simply feel that something has changed and would like help.
Seeking help early is encouraged by the University's policy.
The policy specifically asks employees who believe they have an alcohol or substance misuse problem to seek assistance at an early stage.
Who Can I Talk To?
You can speak with your line manager about concerns affecting you at work.
If you do not feel able to disclose the issue to your manager, the policy specifically provides that you can contact Human Resources for support and advice.
Where appropriate, support may also involve Occupational Health, and employees who believe they may have a dependency on alcohol or drugs are encouraged to seek help from their GP.
What Happens if I Tell My Manager?
The University's policy expects managers to approach suspected alcohol or substance misuse non-judgmentally.
Where a possible problem is identified, managers should seek appropriate HR guidance and may refer an employee to Occupational Health for assessment and advice.
Managers should also encourage employees to seek counselling and support and support attendance at relevant treatment programmes.
The purpose should therefore not simply be:
“Is this a disciplinary issue?”
It should also consider:
“Is this person safe?” → “Do they need help?” → “Can they safely undertake their work?” → “What workplace support may be appropriate?”
Being Fit and Safe for Work
All employees have responsibilities for their own health and safety and that of other people who may be affected by their actions at work.
Employees must not attend work under the influence of alcohol or an unauthorised substance.
The policy also requires employees to remain free from the effects of alcohol and substances while at work and to follow safe working practices.
Remember that the effects of alcohol, drugs or medication may continue after you have stopped consuming them.
Feeling that you are no longer intoxicated does not necessarily mean that you are safe to undertake every work activity.
Safety-Critical Work
Additional precautions are particularly important if your role involves:
- driving;
- machinery;
- working at height;
- laboratories;
- clinical environments;
- potentially hazardous equipment;
- responsibility for other people's safety; or
- another safety-critical activity.
The University's policy states that employees working with machinery or driving as part of their work must not consume alcohol during their working day or shift and must ensure that their performance is not impaired by alcohol or other substances, whether legal or illegal.
It also says that employees with a recognised or suspected alcohol or substance problem that is being investigated or treated should not undertake machinery-based, driving or other safety-critical work.
This does not necessarily mean that the employee cannot work.
Appropriate advice and adjustments may need to be considered.
Medication Can Matter Too
This policy is not limited to illegal substances.
Some prescribed or over-the-counter medication can affect:
- alertness;
- reaction times;
- concentration;
- coordination;
- judgement; or
- ability to undertake particular activities safely.
The policy gives the example of someone working at height experiencing drowsiness caused by strong pain-relief medication.
Employees are expected to make themselves aware of relevant side effects of prescribed medication and, where appropriate, consider sharing information with their manager so that workplace support can be considered.
This is particularly important for safety-critical work.
Occupational Health and Returning to Safety-Critical Duties
Where substance use has affected someone's ability to undertake particular work safely, the decision about returning to those activities should not simply be based on whether the employee says they now feel better.
The policy provides for managers to make decisions about fitness to return to work-based activities using specialist Occupational Health advice.
Depending on the circumstances, external professionals or organisations may also be relevant, including the employee's GP, an addiction adviser or the DVLA.
Alcohol at University Events
The University's expectations do not necessarily end when an employee leaves their normal workplace.
Employees are expected to behave responsibly at:
- conferences;
- external events;
- work-related functions;
- work-related social events; and
- other occasions where they are representing the University.
Where an employee is representing the University at an external event at which alcohol is served, the policy considers them to be at work, even where the event takes place outside their normal working hours.
Staff are expected to remain professional and fit for work.
Illegal Drugs on University Premises
The University's position here is explicit.
The policy states that employees should not bring illegal substances into the workplace, supply them or collude in their supply. It also states that all use of illegal drugs on University premises will be referred to the Director of HR and will be subject to the University's disciplinary procedures.
Seeking support for a substance-use problem therefore does not remove the University's responsibility to respond to separate conduct occurring in the workplace.
Support and Accountability Can Happen Together
It is important to distinguish between:
having a substance-use or dependency problem
and
conduct occurring because of or alongside substance use.
The University may need to provide support for the first while also addressing the second.
For example, alcohol or substance use does not excuse:
- violence;
- harassment;
- sexual misconduct;
- unsafe working;
- driving while impaired;
- serious professional misconduct; or
- other behaviour that places somebody at risk.
Equally, the possibility of a conduct process should not prevent somebody from being offered appropriate health and wellbeing support.
If You Are Worried About a Colleague
You are not expected to diagnose a colleague or determine whether they have a dependency.
You might, however, notice:
- significant changes in behaviour;
- apparent intoxication;
- impaired coordination or speech;
- repeated unexplained absence;
- deteriorating work performance;
- unsafe behaviour;
- significant changes in mood;
- concerns about driving or safety-critical work.
The University's policy says that where an employee suspects somebody is under the influence of alcohol or drugs, they should inform their manager.
Where there is an immediate danger, respond to the safety issue first.
If You Are a Manager
Managers have particular responsibilities under the University's policy.
If you suspect that an employee is under the influence of alcohol or another substance:
Do not attempt to diagnose them.
Do not ignore an immediate safety concern.
Do not allow someone who appears impaired to continue safety-critical activity simply because the cause is uncertain.
The policy expects managers to:
- seek guidance from HR;
- discuss relevant concerns with the employee;
- take a non-judgmental approach;
- consider Occupational Health referral;
- encourage appropriate support; and
- support employees to attend relevant treatment programmes.