ࡱ> XZW%` bjbjٕ b$ Q:::: 8 : aZ Z Z Z Z 999$Ah9 999::Z Z E9:RZ Z 9l"Z N ,' 9F10agggL9999999F999a9999$  ::::::   51 encourages its branches and LAs to negotiate effective policies and procedures for dealing with alcohol dependency problems at work. Such policies and procedures should be non-judgemental, and 51 is particularly concerned to ensure that no members are subjected to unnecessary disciplinary action, which would increase any stress on them, and probably have the effect of encouraging people to drink even more. The basic principle underlying effective policies is that people with alcohol dependency problems should be treated as having an illness, and the procedures for dealing with this designed appropriately. 51 representatives should be closely involved in establishing any rules and other aspects of policy development, and any policy and procedure should clearly outline a victims right to be represented at all stages where they so wish. As with all such policies and procedures, it is important that 51 is involved in monitoring its operation and in regular reviews of its effectiveness. Ensure your policy contains the following 10 point safeguards including: 1 A statement that the institution recognises that an alcohol-dependency problem is an illness, and should be treated in the same way as any other illness, and that victims need to be treated with care and sympathy. 2 Clearly set out agreed rules on alcohol at work, and a statement that the rules will apply to all workers and to any contractors working within the institution. 3 An outline of the potential dangers to the health, safety & welfare of drinkers and their colleagues if an alcohol problem remains untreated, and the importance of early and confidential identification and treatment of an alcohol problem. 4 When cases are brought to the employers attention, ensure there is an investigation to determine whether or not the employees problem is a response to any condition in the workplace likely to damage their health (eg stress, bullying), and if so initiate a review of the risk assessment. 5 Clearly outline the agreed facilities available to help people overcome any alcohol dependency problem; for example from managers, company doctor, occupational health service or outside agencies; and how these are accessed. 6 Where necessary, ensure the provision of paid sick leave for agreed treatment. 7 Confirm the individuals right to return to their normal job after effective treatment; any conditions that the employer may impose should be with the agreement of the person concerned. 8 Provide for an individual to be permitted a second course of treatment if they relapse. 9 Termination of employment for alcohol dependency-related reasons should be avoided if at all possible, but if it is inevitable, ensure that termination is on the grounds of ill-health retirement rather than disciplinary dismissal. 10 In cases where a disciplinary offence is deemed to have been committed and the cause is related to the persons alcohol dependency, the employer should suspend disciplinary action on condition that the worker accesses the facilities available to help.     51 10 point safety plan: No.2 Alcohol dependency & work policy Background   ./' ( E F G H I L # $ % ' | } !wzn_n_n_nn_n_nn_n_hfIh3CJOJQJaJh3CJOJQJaJh[h3CJOJQJaJ(h[h35B* CJOJQJaJph3f(hfIh35B* CJOJQJaJph3f"h35B* CJOJQJaJph3fh3CJOJQJaJh35CJOJQJaJh <h35CJOJQJaJ"jh3UmHnHsH tH u%     y d E F $ 5!$ x^` gd[gd[xgd[ $xa$gdfI$a$gd < Q $1wx=>jk:;34uv45678 !#$%tuЭЭЭОh[h3CJOJQJaJ%hfIh3B* CJOJQJaJph3fh[h35CJOJQJaJ(h[h35B* CJOJQJaJph3fhfIh3CJOJQJaJh3CJOJQJaJ>#$%'(*+-.1ʾʯٱt3*ϴ3f35C(ϴ("35B*䴳(ϴ((f35B*䴳(ϴ(z3*ϴ3*ϴ <h3B*OJQJphhAqCjhAqCUhfIh3CJOJQJaJh3CJOJQJaJ$&')*,-/01Qstxgd[d\gdfI61hP:pO%. 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