Policy on alcohol and drug misuse

Policy

At DTU we wish to maintain a healthy, productive and responsible working environment.

DTU’s position is that a combination of work and alcohol or other drugs is not compatible with general employee well-being and responsible working environment or with preserving DTU’s good reputation.

DTU does not therefore permit employees to be under the influence of alcohol or other drugs during working hours.

Applicability

DTU's Policy on Alcohol and Drug Misuse applies to all employees at DTU, including casual employees, such as ”temps”, etc. The Policy also applies to those working under contract to DTU (such workers are not covered by the procedural rules in the event of violation of the Policy).

Stricter requirements or detailed guidelines in furtherance of this Policy may also be adopted at local level. Where such approved stricter rules are made to apply at local level, they shall then be applicable to employees working at the location concerned. Procedure in the event of policy violation will then take account of the stricter rules.

Roles and responsibilities

It is the responsibility and duty of each individual employee to comply with DTU's Policy on Alcohol and Drug Misuse.

It is the responsibility of Management to make this Policy known to employees and to deal with any violation of this Policy.

Compliance

Any policy violation constitutes a breach of the contract of employment and will result in an oral reprimand or written warning. In the event of a policy violation, the immediate superior is responsible for:

• conducting an interview with the employee, at which DTU’s Policy must be impressed upon the employee, who must also be informed that he/she will receive an oral reprimand or a written warning
• sending the employee home if he/she is so heavily under the influence of alcohol or drugs that it affects work performance, is a nuisance to others or poses a safety risk.
• notifying Group HR and the shop steward
• conducting a meeting between the employee, shop steward, Management and possibly HR to discuss and examine the circumstances as a basis for an oral reprimand or a written warning.

In the event of repeated violation, or in severe first-time instances, the policy violation may result in termination of employment.

The employee has the right to request a blood test or other form of alcohol or drug screening for the purpose of disproving any suspicion of policy violation.

Assistance for treatment

In the event that the employee is experiencing alcohol or drug dependency problems, local management and the employee can agree on a given timeframe for bringing an end to the substance misuse. Employees can be offered professional counselling of various kinds – from a social worker, psychologist or a private course of treatment in supplement to publicly funded programmes. Group HR will be able to assist in producing specific plans and proposals. Local management decides whether, and to what extent, funding can be granted for treatment where this requires payment.

All parties have a duty to ensure that the employee receives the best possible support in completing a course of treatment, and that they do so in observance of their duty of confidentiality.

If the employee must be absent from the workplace in order to receive treatment, this will be regarded as absence due to sickness. Beside arrangements for treatment, the specifics of how the employee’s DTU commitments are to be organised during the treatment may also be agreed.

For the duration of a course of treatment, and where all formal agreements are complied with, no changes will be made to the contract of employment. In the event of any breach of agreements, the contract of employment may be terminated.

Anonymous help for dealing with a dependency problem

Employees at DTU may at any time contact DTU's inhouse psychological counselling at 45257373 or psykologhjaelp@dtu.dk and talk about the possibilities for handling problems with alcohol and / or drugs.

Approval and entry into force

The Policy on Alcohol and Drug Misuse is approved by the Executive Board and was discussed by the Cooperation and Joint Consultation Committee (HSU) in March 2017.

The policy becomes effective from the moment it is published on DTU Inside.

Revocation and amendment

The Policy on Alcohol and Drug Misuse may be amended at 1 month’s notice following review by the Cooperation and Joint Consultation Committee and the approval of the Executive Board. Any amendments shall be published via DTU Inside.