To safeguard the university’s reputation and productivity, staff wellbeing and safety at the workplace, AAU’s position is that alcohol consumption or use of other drugs do not belong at the workplace.
Therefore, it is unacceptable for staff members to be intoxicated during working hours, including showing signs of intoxication such as smelling of alcohol or showing any other noticeable signs of intoxication.
When does the rules apply?
The rules apply to all staff members as well as to anyone working on the university's premises or who are otherwise affiliated to the university. The rules apply during working hours. The rules also apply when staff members participate in external activities as part of their work.
Staff members attending work-related events where alcohol is served are expected to behave with dignity at all times and to moderate their alcohol consumption.
At special occasions, such as Christmas parties, anniversaries, receptions, parties, various social events, etc., the management may authorise the consumption of alcohol during working hours.
Staff members’ and managers’ rights and duties
All managers are responsible for ensuring that alcohol or drugs are not part of the working culture. All managers have a duty to intervene if staff members disregard the rules by using or abusing drugs and alcohol.
If a manager becomes aware of a staff member having an addiction problem, the manager should support their rehabilitation by finding out what services are available to the staff member through their municipality of residence.
The staff member has a duty – as well as a responsibility – to work on solving the addiction problem and to improve work performance.
All staff members can avail themselves of help and treatment for addiction through their municipality of residence. Staff members may be required to agree to treatment to remain employed at the university.
Staff members who need leave of absence in order to go into treatment must report sick. Thus, their absence will be considered as sickness absence, and the ordinary rules for sickness absence will apply.
Consequences of violating the rules
If staff members violate the rules, it may have consequences for their employment. Such legal consequences may be a warning, dismissal or immediate dismissal depending on the circumstances. Any consequence will be proportional to the severity of the violation.
These rules will enter into force on 13 February 2019, at which time, the former alcohol policy is terminated (agreement No. 1.25 of 1 April 2009).
If you have questions regarding the procedure, please contact Dorte Hollensen.